Psychological Career Resources, Career Adaptability and Hardiness in Relation to Job Embeddedness and Organizational Commitment

Abstract

The study examined the relationship between employees' psychological career meta-capacities and their job retention-related dispositions. Participants were a convenience sample (n=355) of managerial and staff levels in the human resource management field. They completed the Psychological Career Resources Inventory (PCRI), Career Adaptability Inventory (CAI), Personal Views Survey II (PVS), Job Embeddedness Scale (JES) and the Organizational Commitment Survey (OCS). Data were analyzed using canonical correlations to predict the relationship between the psychological career meta-competencies and the job retention-related dispositions. Structural Equation Modelling was used to validate the overall relationship between the two canonical construct variates. The results show that the psychological career meta-capacities predict the job retention-related factor job embeddedness. Psychological Career Meta-CapacitiesPsychological career meta-capacities act as personal resources in managing the person-environment fit harmonics. For instance, psychological career resources (people's career preferences and values, career enablers, career drivers and career harmonizers) enable individuals to adapt to changing career circumstances and to shape and select environments in order to attain success within a particular socio-cultural context (Coetzee, 2008).People's career preferences and values comprise their unique views about the paths their careers should follow and guide their career decisions. Together with people's sense of career purpose, career directedness and career venturing attitudes. For instance, career enablers (practical or creative skills, and personal and interpersonal management skills that help people to succeed in their careers), career harmonizers (people's self-esteem, behavioral adaptability, emotional literacy and social connectivity) are psychological attributes important to job retention (Coetzee, 2008). Savickas's (1997Savickas's ( , 2005 proposed the notion of career adaptability to refer to a set of five specific attitudes, beliefs, and competencies (concern, control, curiosity, confidence and commitment), which shape the actual problem-solving strategies and coping behavior that individuals use to synthesize their vocational self-concepts with work roles.

Online career counseling success: the role of hardiness and psychological capital

“…For this reason, online connections can be effective in the career counseling. This is consistent with results obtained by Ferreira et al ( 2013 ), who investigated the relationship between career adaptability and career satisfaction with hardiness, with Huang ( 2015 ), who predicted employability and career decision-making self-efficacy according to hardiness, with Cenciotti et al ( 2017 ), who investigated the relationship between psychological capital and career success, and Safavi and Bouzari ( 2019 ) who investigated the relationship between career adaptability and psychological capital.…”

Understanding intention to quit amongst artisans and engineers: The facilitating role of commitment

“…Representative sample items include 'I fit with the company's culture' and 'My job utilises my skills and talents well'. The job fit subscale has demonstrated reliable internal consistency, with a Cronbach's alpha of 0.84 (Ferreira, Coetzee, & Masenge, 2013) and 0.81 (Takawira, Coetzee, & Schreuder, 2014). The current study yielded an acceptable Cronbach's alpha of 0.85, thereby indicating high internal consistency.…”

A Systematic Review of the Career Adaptability Literature and Future Outlook

“…Eight instruments that are used measure career adaptability were identified in the literature; the Career Adapt-Abilities Scale (Savickas & Porfeli, 2012), the Career Adapt-Abilities Scale–Short Form (Maggiori, Rossier, & Savickas, 2017), the Career and Work Adaptability Questionnaire (CWAQ; Nota, Ginevra, & Soresi, 2012), the Career Maturity Inventory–Form C (CMI-Form C; Savickas & Porfeli, 2011), the Career Adaptability Inventory (CAI; Ferreira & Coetzee, 2013; Ferreira, Coetzee, & Masenge, 2013), the Student’s Career Construction Inventory (SCCI; Savickas, 2009), the Career Futures Inventory (Rottinghaus, Day, & Borgen, 2005), and the I-Adapt Scale (Ployhart & Bliese, 2006). Table 2 provides an overview of the dimensions and the number of items in these measures.…”

“…The SCCI (Savickas, 2009 in Rocha, 2012, 2015) measures career resources with the dimensions of concern, curiosity, confidence, control, and cooperation. Finally, the CAI (Ferreira & Coetzee, 2013; Ferreira et al, 2013) also measures the career adaptability resources (concern, curiosity, confidence, control, and cooperation).…”

“…Career satisfaction mediates the negative relation between career adaptability and turnover intentions (Chan & Mai, 2015; Guan, Zhou, et al, 2015). Career adaptability seems to correspond to increased perceptions of fit with the job and organization (Ferreira & Coetzee, 2013; Ferreira et al, 2013). These results suggest career adaptability contributes to increased organizational commitment and a desire to remain with the organization, possibly due to the positive relation between career adaptability and satisfaction outcomes as previously illustrated.…”