Associations between social support, career self-efficacy, and career indecision among youth

Factors Influencing Employees’ Subjective Wellbeing and Job Performance During the COVID-19 Global Pandemic: The Perspective of Social Cognitive Career Theory

“…For crisis management in response to the pandemic ( Eby et al, 2016 ), there will be different understandings and reactions based on employees’ cognitive differences in factors such as organizational and external environment ( Morgeson et al, 2015 ). Nevertheless, the impact of employees’ acceptance of online working within an inadaptable work environment on JB remains to be observed ( Lamm et al, 2015 ; Thompson et al, 2017 ; Akgunduz et al, 2018 ), especially because everyone in such an uncertain context feels anxious and stressed ( Chang and Edwards, 2015 ; Schultz et al, 2015 ; Jemini-Gashi et al, 2019 ). Therefore, this study intends to explore the current development status of employee working activities in the context of the COVID-19 global pandemic.…”

“…The social cognitive career theory (SCCT) contributes to building an appropriate research framework to discuss the relevance between working activities, environmental influencing factors, and psychological needs ( Brown et al, 2011 ; Chin and Rasdi, 2014 ; Duffy et al, 2014 ; Chang and Edwards, 2015 ; Jemini-Gashi et al, 2019 ). According to the SCCT, Lent et al (2002) hold that personal attribution, environmental influencing factors, and intentional behaviors form a triangular relationship of interaction ( Lent et al, 2011 ; Caesens and Stinglhamber, 2014 ; Lamm et al, 2015 ; Jemini-Gashi et al, 2019 ; Liguori et al, 2019 ; Meyers et al, 2019 ). In other words, individual behaviors are formed by the interaction of individual’s inner thoughts, emotions, and environment ( Brown et al, 2011 ; Chin and Rasdi, 2014 ; Duffy et al, 2014 ; Chang and Edwards, 2015 ).…”

“…In other words, individual behaviors are formed by the interaction of individual’s inner thoughts, emotions, and environment ( Brown et al, 2011 ; Chin and Rasdi, 2014 ; Duffy et al, 2014 ; Chang and Edwards, 2015 ). It is found from the SCCT architectural pattern that there is an indirect effect of personal cognitive factors between environmental factors and behavioral factors ( Lent et al, 2011 ; Duffy et al, 2014 ; Thompson et al, 2016 ; Jemini-Gashi et al, 2019 ; Liguori et al, 2019 ). In other words, when personal cognitive factors are expected to directly affect employees’ SWB ( Ahmed and Nawaz, 2015 ; Hajizadeh and Zali, 2016 ; Kurtessis et al, 2017 ), the effect of external environmental factors on employees’ SWB becomes negligible ( Schultz et al, 2015 ; Thompson et al, 2016 ; Liguori et al, 2019 ; Meyers et al, 2019 ).…”

“…In other words, when personal cognitive factors are expected to directly affect employees’ SWB ( Ahmed and Nawaz, 2015 ; Hajizadeh and Zali, 2016 ; Kurtessis et al, 2017 ), the effect of external environmental factors on employees’ SWB becomes negligible ( Schultz et al, 2015 ; Thompson et al, 2016 ; Liguori et al, 2019 ; Meyers et al, 2019 ). Self-efficacy is not only the belief of employees in their own successful performance and specific behaviors and abilities related to organization ( Brown et al, 2011 ; Chang and Edwards, 2015 ), but also an important factor inspiring spontaneous work involvement and engagement ( Caesens and Stinglhamber, 2014 ), as well as the core of SCCT ( Lent et al, 2011 ; Thompson et al, 2016 ; Sheu and Bordon, 2017 ; Jemini-Gashi et al, 2019 ; Liguori et al, 2019 ). Thus, this study proposes that the combination of cognitive factors and the SCCT between self-efficacy and employees’ SWB will enrich the existing literature.…”

“…Scholars have found that the interaction of employees with people they find important such as supervisors and peers will have an effect on their career interests and JB ( Brown et al, 2011 ; Duffy et al, 2014 ; Ahmed and Nawaz, 2015 ; Chang and Edwards, 2015 ; Lamm et al, 2015 ; Akgunduz et al, 2018 ). Because of the profound implications form both individual and organizational factors ( Cordova et al, 2014 ; Chang and Edwards, 2015 ), this study proposes that prior knowledge (PK) ( Ineson et al, 2013 ; Williams and Lombrozo, 2013 ; Li et al, 2015 ; Hajizadeh and Zali, 2016 ) and perceived organizational support ( Caesens and Stinglhamber, 2014 ; Ahmed and Nawaz, 2015 ; Kurtessis et al, 2017 ; Akgunduz et al, 2018 ; Meyers et al, 2019 ) (POS) are important individual and organizational cognitive factors in the enhancement process of employees’ skill, and employability is the enhancement output ( Chin and Rasdi, 2014 ; Cordova et al, 2014 ; Chang and Edwards, 2015 ; Akgunduz et al, 2018 ; Jemini-Gashi et al, 2019 ; Liguori et al, 2019 ). This includes the development of employees for employment, the enhancement of their employability, and so forth ( Ineson et al, 2013 ; Akgunduz et al, 2018 ).…”