Career adaptability and career entrenchment

Abstract

Career adaptability constitutes a resource that can help employees to effectively manage career changes and challenges. The goal of this study was to investigate the relationship between the two higher-order constructs of career adaptability and career entrenchment (i.e., the perceived inability and/or unwillingness to pursue new career opportunities), as well as relationships among the dimensions of career adaptability and career entrenchment. We hypothesized a negative relationship between overall career adaptability and career entrenchment, and more differentiated associations among their dimensions. Data for this study came from 404 employees in Brazil. Results of structural equation modeling showed that overall career adaptability weakly negatively predicted overall career entrenchment (standardized effect = −.13), after controlling for age, gender, education, and job tenure. More differentiated findings emerged at the dimension level. Future research should examine the mechanisms and boundary conditions of the relationship between career adaptability and career entrenchment.

The relationship between career adaptability and job content plateau: The mediating roles of fit perceptions

“…Thus, career adaptability may promote employees to perceive positive aspects of their jobs and subsequently experience enjoyment at work. Although no studies have directly tested the effect of career adaptability on the job content plateau, in support of the above theoretical elaboration, research shows that career adaptability and its related characteristics can increase employees' perceptions of optimism about work duties and responsibilities (Tolentino et al, 2014;Zacher et al, 2015). Therefore, taken together, it may be expected that career adaptability decreases employees' perceptions of the job content plateau.…”

“…These four adaptability resources jointly function to shape actual problemsolving and coping strategies and direct adaptive behaviors in career and work life (Savickas & Porfeli, 2012). In light of career construction theory, this paper argues that career adaptability, which involves individuals' self-regulation capacities in facing work roles and environments (Zacher, Ambiel, & Noronha, 2015), will reduce employees' chances of experiencing job content plateaus.…”

“…According to career construction theory, employees with higher levels of career adaptability are more likely and willing to effectively use physical, cognitive, and emotional resources and efforts in their careers and work lives (Guo et al, 2014;Savickas, 2013). This tendency may lead highly adaptable employees to acquire enhanced self-regulatory abilities, to positively face openness to change, to gain new experiences, and to keep career proactivity (Zacher et al, 2015). Thus, career adaptability may promote employees to perceive positive aspects of their jobs and subsequently experience enjoyment at work.…”

Inventário de transições na carreira: estudo com profissionais graduados

“…E, dentre as investigações na vida adulta, tem sido possível destacar alguns pontos. Indivíduos que vivenciaram com maior frequência ou em extensão mais profunda uma mudança na carreira geralmente possuíam mais abertura à experiências e eram extrovertidos (Carless & Arnup, 2011); possuíam habilidades interpessoais (Donohue, 2007); gostavam de correr riscos (Donohue, 2007;Faulkner, 2007); sentiam-se motivados para com a transição (Faulkner, 2007;Murtagh et al, 2011); possuíam a sensação de terem controle sobre o processo (locus de controle interno) e se comprometiam com a decisão da carreira (Stout, Slocum & Cron, 1987;Zacher, Ambiel & Noronha, 2015); eram pessoas com traços de curiosidade (Zacher et al, 2015) e que permaneciam menos tempo nos empregos (Latack, 1984), além de possuírem maior facilidade para a resolução de problemas (Heppner et al, 2004). Verificou-se também a relevância do apoio e suporte da família para o enfrentamento das transições (Chudzikowski et al, 2009;Donohue, 2007;Schoon, Martin & Ross, 2007).…”

“…de enfrentamento e por outros estudos que se propuseram a realizar estas associações (Bańka & Hauziński, 2015;Carless & Arnup, 2011;Donohue, 2007;Heppner et al, 1998;Heppner et al, 2004;Stout et al, 1987;Zacher et al, 2015). Desse modo, caso a pessoa seja muito otimista e não visualize barreiras neste processo, mesmo não satisfeita com a transição, ela pode sentir-se Confiante e detentora de Controle sobre a transição.…”