Career success criteria and locus of control as indicators of adaptive readiness in the career adaptation model

Zhou, Wenxia; Guan, Yanjun; Lu, Xin; Mak, Miranda Chi Kuan; Deng, Yufan

doi:10.1016/j.jvb.2016.02.015

Cited by 57 publications

(50 citation statements)

References 42 publications

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“…Cultural orientations may influence the relationships among these variables. For instance, in regard to making career decisions, Chinese students are more likely to take advice from significant others, compared with American students [61]. Therefore, in Western societies, the negative moderation effect of family socioeconomic status may be not as strong as that in Chinese society.…”

Section: Limitations and Suggestions For Future Researchmentioning

confidence: 98%

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From School to Work: Improving Graduates’ Career Decision-Making Self-Efficacy

Tang

et al. 2020

Sustainability

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As boundaryless careers become mainstream, individuals need to enhance career decision-making self-efficacy (CDSE) during career transitions to secure better employment outcomes and sustainable career development, especially when moving from a school to a work environment. Drawing on social cognitive career theory, this study empirically proposed a moderated mediation model to examine whether proactive personality (measured at Time 1), career success criteria clarity (CSCC, measured at Time 2), and family socioeconomic status (including family income, parents’ educational level, and parents’ occupational level; measured at Time 1) would contribute to CDSE (measured at Time 2). Results based on a two-wave survey of 235 college students showed that: (1) proactive personality positively predicted CDSE; (2) CSCC positively predicted CDSE; (3) CSCC partly mediated the relation between proactive personality and CDSE; (4) the positive effect of CSCC on CDSE was stronger among students with a lower family socioeconomic status. Individuals with strong proactive personalities were more likely to develop salience in career success criteria and in turn became more confident in making career decisions. Therefore, vocational educators in higher education could help to improve students’ CDSE by promoting training programs for proactive thinking, providing successful role models, and encouraging family involvement, especially for students with a lower family socioeconomic status.

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Section: Limitations and Suggestions For Future Researchmentioning

confidence: 98%

“…This scale was used widely and had good reliability as well as validity [20]. The Chinese version of this scale was tested and validated by previous research [61]. To assess self-efficacy in career decision-making, the Chinese version of the Career Decision-Making Self-Efficacy Scale was used in this study.…”

Section: Career Decision-making Self-efficacymentioning

confidence: 99%

From School to Work: Improving Graduates’ Career Decision-Making Self-Efficacy

Tang

et al. 2020

Sustainability

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“…To assess self-efficacy in career decision-making, the scale of 25 items developed by Betz et al (1996) was used. This scale was used in previous research and had good validity (Chung, 2002;Zhou et al, 2016). A sample item was "Choose a major or career that will fit your interests."…”

Section: Career Decision-making Self-efficacymentioning

confidence: 99%

“…We controlled for the effects of gender and age. On the basis of previous studies, frequently used control variables in research concerning to career success, well-being, and career satisfaction included age, gender, educational background, and career stages (Judge and Bretz, 1994;Stumpf, 2014;Zhou et al, 2016;Batz and Tay, 2018). This study focused on employees in their early careers, and all the participants graduated with a bachelor's degree and no subsequent graduate degree.…”

Section: Control Variablesmentioning

confidence: 99%

“…Combined with qualitative and quantitative methods, Zhou et al (2013) developed a three-dimensional framework for career success criteria, including fulfillment of intrinsic psychological needs, balance between work and nonwork lives, and extrinsic rewards. Scholars conducted further studies to explore the antecedents and outcomes of career success criteria (e.g., Pan and Zhou, 2013;Zhou et al, 2016). Since career success criteria denote perception, cognition, value, and self-defined goals of one's career, people have different priorities and vary in the degree of recognition of each dimension .…”

Section: Introductionmentioning

confidence: 99%

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Career Success Criteria Clarity as a Predictor of Employment Outcomes

Zhou

et al. 2020

Front. Psychol.

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Drawing on the goal-setting theory and social cognitive career theory (SCCT), this study empirically proposes an operational definition of career success criteria clarity (CSCC) and further explores its impact on career satisfaction, person-job fit, and subjective wellbeing through the mediating role of career decision-making self-efficacy (CDSE). A pilot study of 231 samples showed that the CSCC scale had good reliability and validity. To further test the effects of CSCC on crucial employment outcomes, as well as the mediating role of CDSE, 240 employees were included in an additional survey. Structural equation modeling path analysis supported all the expected hypotheses. Results indicated that: (1) CSCC was positively correlated to career satisfaction; (2) CSCC was positively correlated to person-job fit; (3) CSCC was positively correlated to subjective well-being; (4) CSCC was positively correlated to CDSE; (5) CDSE fully mediated the relationship between CSCC and career satisfaction; (6) CDSE fully mediated the relationship between CSCC and person-job fit; and (7) CDSE partly mediated the relationship between CSCC and subjective well-being. The results contributed to social cognitive career theory model and provided suggestions for both the career educators and consultants.

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The role of green innovation and hope in employee retention

et al. 2022

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Green innovation is increasingly receiving attention in organisational behaviour and strategic management literature. However, understanding employee's preferences for organisations that have adopted innovative environmental practices have received little attention. This study tests a framework that examines the relationship between employees' preferences for innovative green organisations, hope, and intentions to stay. Data were collected from 403 employees in Australia. Results show that employees' preferences for green innovation drive the emotional state of employee hope, which has a positive effect on employees' intentions to stay with the organisation. This study offers implications for academics and managers, advancing the literature on green innovation, recruitment, retention, and organisational behaviour.

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Career success criteria and locus of control as indicators of adaptive readiness in the career adaptation model

Cited by 57 publications

References 42 publications

From School to Work: Improving Graduates’ Career Decision-Making Self-Efficacy

From School to Work: Improving Graduates’ Career Decision-Making Self-Efficacy

Career Success Criteria Clarity as a Predictor of Employment Outcomes

The role of green innovation and hope in employee retention

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