Measuring career shocks: A study of scale development and validation in the Chinese context

Ali, Zulqurnain; Ghani, Usman; Islam, Zia Ul; Mehreen, Aqsa

doi:10.1177/1038416220950737

Cited by 6 publications

(5 citation statements)

References 39 publications

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“…This is consistent with previous research findings. Female career interruption led to the decline of female workers’ wages ( Viitanen, 2014 ; Ali et al, 2020 ) and restricted career development ( Engelhardt et al, 2004 ; Mandel and Semyonov, 2006 ), which can harm women’s economic integration. However, the link in cultural, psychological, and institutional integration was not significant.…”

Section: Research Results and Discussionmentioning

confidence: 99%

“…Meanwhile, female career interruption increased the risk of female career downward mobility and reduced the opportunity for career upward mobility ( Engelhardt et al, 2004 ; Mandel and Semyonov, 2006 ). The negative impact of female career interruption was directly reflected in “wage punishment” ( Viitanen, 2014 ; Ali et al, 2020 ). Once a woman’s career was interrupted, her social role changed from an employee to an unemployed, and her relationship network and interpersonal objects also changed from the original work, life, and other multiple situations.…”

Section: Literature Review and Research Hypothesesmentioning

confidence: 99%

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Female career interruption and social integration: An interaction between human capital and new media use

Liu

2022

Front. Psychol.

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Promoting the social integration of various groups provides a significant guarantee for China to achieve high-quality development. However, female workers, as the main force of the service industry, had suffered a greater occupational impact due to COVID-19 and loosened China’s fertility policy in 2021. After female career interruption, the change in women’s social roles and networks has aroused concern about their social integration. However, limited attention had been paid to female career interruption in existing studies about social integration. Therefore, this study developed a theoretical model to explore the relationship between female career interruption and social integration. An empirical test using data from the fourth Chinese Women’s Social Status Survey of Hainan Province was applied to evaluate the hypotheses. The results indicate that there is a significantly negative correlation between female career interruption and social integration. And there is a difference among female career interrupters with different quantiles of social integration. Furthermore, the impact of human capital on the link between female career interruption and social integration depended on the type of new media use. When female career interrupters who use strong learning-oriented new media (such as learning about news, working/business, studying online, and investing/financial management) encounter human capital, the relationship between female career interruption and social integration is minimal. In contrast, this relationship is enhanced when female career interrupters who use strong amusing-oriented new media (such as online consumption, chatting, entertainment, and games) are confronted with human capital. Meanwhile, the results of quantile regression show that the secondary moderating effect of learning-oriented new media use gradually weakens with the rise of the quantile of female social integration. And so does amusing-oriented new media use. However, a moderating effect of human capital alone is not found.

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Section: Research Results and Discussionmentioning

confidence: 99%

Section: Literature Review and Research Hypothesesmentioning

confidence: 99%

Female career interruption and social integration: An interaction between human capital and new media use

Liu

2022

Front. Psychol.

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“…Career shock was rated on a five-point Likert scale (1 = Strongly agree, 5 = Strongly disagree), with five items adapted from Seibert et al. (2013) and Ali et al. (2020), e.g.…”

Section: Methodsmentioning

confidence: 99%

“…unexpected promotion) or negative (e.g. an unexpected layoff) (Ali et al, 2020;Rummel et al, 2019). COVID-19 is an example of this negative disruptive extraordinary event.…”

Section: Theoretical Foundation Literature Review and Research Questionsmentioning

confidence: 99%

Workforce's crisis-induced career shock, career preferences, job insecurity, layoff and perceived employability: examining variations based on gender, education level and ethnic origin

Hamouche

Kammogne

Merkouche

2023

HESWBL

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PurposeThe COVID-19 crisis caused a high level of job insecurity, layoff and low employment opportunities. It generated a worldwide shock, which might have a long-lasting effect on individuals' careers. Changes might occur in terms of individuals’ career choices, objectives, perception of career success and preferences in terms of industries and work arrangements. This study aims to examine crisis-induced career shock among the workforce, which might be translated into changes or doubts related to career choices, objectives and perception of career success, and to analyze individuals' preferences in terms of industries and work arrangements. It focuses mainly on investigating variations among the workforce, based on gender, education level and ethnic origin. These variations are also examined regarding job insecurity, layoff and perceived employability.Design/methodology/approachFrequency counts, percentages, mean ranking, independent t-test and analysis of variance (ANOVA) were used for a sample of 317 workers in the United Arab Emirates (UAE). Three research questions were developed and examined, which are: (1) is there a variation in the workforce, based on gender, education level and ethnic origin concerning crisis-induced career shock (specifically changes related to career choices, objectives and career success? (2) Is there a variation among the workforce related to career preference per industry and work arrangement? If yes, is there a difference in the workforce-based gender, education level and ethnic origin? And (3) is there a variation in the workforce, based on gender, education level and ethnic origin concerning job insecurity, layoff and perceived employability?FindingsThe findings revealed that career shock was significantly higher among pre-university respondents (specifically, doubts about career choices and perceived career success). As for career preferences per industry, e-business, media and marketing had significant values for all respondents, with e-business as the top-rated choice except for Emiratis who rated it as their third choice. Education was the choice of both men and women. The choices related to other industries (e.g. Healthcare, information, communication technology, etc.) and work arrangements (telework) varied significantly based on gender, education and ethnic origin. Men seem to worry more than women about losing their job as well as Emiratis compared to expatriates, and university-level respondents compared to pre-university.Practical implicationsThis study contributes to highlighting variations related to career shock and career preferences per industry among the workforce based on gender, education level and ethnic origin. This can help organizations in these industries to have a portrait of the situation in the employment market to be able to develop relevant interventions. This research provides insights for managers and HRM practitioners.Originality/valueThis study contributes to expanding research on career and career shocks in a context of a crisis. It responded to authors who called for more research about career shocks, as well as their implication for specific target groups, by examining variations based on gender, education level and ethnic origin.

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“…Positive career-shocks. The scale of PCS was taken from the research work of Seibert et al (2013) and Ali et al (2020). They measured this scale with two items (α 5 0.73).…”

Section: Managing Career Shocksmentioning

confidence: 99%

Can you manage shocks? An investigation of career shocks on proactive career behavior: a COR theory perspective

Ali

Mehreen

2021

JMP

Self Cite

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PurposeConsiderable research has been done to link career-development strategies to career-management success, but little is known about how career shocks (CSs) relate to proactive career behavior (PCB). Furthermore, the study investigates the mediation mechanism of personal resources (i.e. perceived self-efficacy (PSE) and perceived employability (PEMP)) in the linkage between CSs and PCB using the tenets of conservation of resources (COR) theory.Design/methodology/approachUsing the survey approach, the authors recruited 322 banking professionals and validated the proposed model and hypotheses in AMOS.FindingsThe outcome shows that CSs are significantly related to PSE and PEMP (personal resources), subsequently linked to PCB. Moreover, personal resources mediate the linkage between CSs and PCB. Thus, CSs cannot be ignored but can be minimized through proactive efforts.Practical implicationsThe findings support the banks' management to protect their personnel career by not giving CSs and build their PCB through personal resources. The employees should strive for enhancing personal resources through organizational development opportunities (i.e. training and development) to rescue themselves from sudden CSs.Originality/valueShocks cannot be ignored but can be managed through PCB. This research is the first that successfully adds to the career-development literature by empirically establishing the direct and indirect association between CSs and PCB through personal resources.

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Measuring career shocks: A study of scale development and validation in the Chinese context

Cited by 6 publications

References 39 publications

Female career interruption and social integration: An interaction between human capital and new media use

Female career interruption and social integration: An interaction between human capital and new media use

Workforce's crisis-induced career shock, career preferences, job insecurity, layoff and perceived employability: examining variations based on gender, education level and ethnic origin

Can you manage shocks? An investigation of career shocks on proactive career behavior: a COR theory perspective

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