Test of a Social Cognitive Model of Proactive Career Behavior

Lent, Robert W.; Morris, Taylor R.; Wang, Ruogu J.; Moturu, Bhanu Priya; Cygrymus, Emily R.; Yeung, Jeffrey G.

doi:10.1177/10690727221080948

Cited by 15 publications

(20 citation statements)

References 46 publications

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“…We retained items that yielded pattern matrix loadings above .40 on a primary factor and that cross-loaded minimally on other factors (a difference of .15 between primary and secondary loadings was used as a cut-off for cross-loading). These decision rules were consistent with development of other CSM model measures (e.g., Lent et al, 2022) and met or exceeded guidelines for scale development in counseling psychology research (Worthington & Whittaker, 2006).…”

Section: Initial Measurement Validationsupporting

confidence: 73%

“…These elements are typically operationalized in ways that match one another and outcomes of interest in terms of content and domain specificity. For example, Lent et al (2022) recently examined the linkage of corresponding measures of four proactive career behaviors (e.g., career planning), self-efficacy, and outcome expectations to various indicators of career progress or success. They also studied the roles of contextual support and behavioral traits (proactive personality) in relation to the career progress criteria.…”

Section: Career Self-management Model and Self-advocacy Behaviormentioning

confidence: 99%

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Self-assertive efficacy and workplace advocacy behavior: A social cognitive analysis.

Moturu¹,

Lent²

2022

Journal of Counseling Psychology

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One important way in which people assert their agency in the workplace is by engaging in self-advocacy. We used the social cognitive model of career self-management (CSM; Lent & Brown, 2013) to examine hypothesized predictors and outcomes of workers’ engagement in self-advocacy. Participants were 511 full-time employees who completed an online survey of self-assertive efficacy involving advocacy behavior, proactive personality, perceived organizational support, self-advocacy behaviors (voice, career initiative, job change negotiation), and three career success criteria (career satisfaction, organizational rewards growth, and hierarchical status at work). Splitting the sample into two parts, we first examined the psychometric properties of a new measure of self-assertive efficacy in relation to workplace advocacy behaviors (SAE-W; n = 200). In the second phase, we tested a set of measurement models to confirm the factor structure of the new measure (n = 311). Results suggested that the SAE-W measure can be viewed as largely unidimensional. Path analyses of the CSM model, including the new self-efficacy measure, offered good fit to the data across gender, racial/ethnic groups, and educational level. We discuss the implications of the findings for future research on self-advocacy behaviors in the workplace from a social cognitive perspective.

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Section: Initial Measurement Validationsupporting

confidence: 73%

Section: Career Self-management Model and Self-advocacy Behaviormentioning

confidence: 99%

Self-assertive efficacy and workplace advocacy behavior: A social cognitive analysis.

Moturu¹,

Lent²

2022

Journal of Counseling Psychology

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“…The components of PsyCap namely; self-efficacy, optimism, hope and resilience can be explained using the SCCT-CSM framework. The SCCT-CSM postulates that self-efficacy and outcome expectations predict goals and actions, and offers a viable approach to learning about adaptive career-related behaviours (e.g., job search) in individuals (Lent & Brown, 2013;Lent et al, 2016Lent et al, , 2022. SCCT-CSM (Lent et al, 2022) can help to explain how PsyCap may influence job search behaviours and the mechanisms via which individuals may engage in job search behaviours.…”

Section: Theoretical and Hypotheses Developmentmentioning

confidence: 99%

“…The SCCT-CSM postulates that self-efficacy and outcome expectations predict goals and actions, and offers a viable approach to learning about adaptive career-related behaviours (e.g., job search) in individuals (Lent & Brown, 2013;Lent et al, 2016Lent et al, , 2022. SCCT-CSM (Lent et al, 2022) can help to explain how PsyCap may influence job search behaviours and the mechanisms via which individuals may engage in job search behaviours. SCCT-CSM recognizes that search goals may, directly and indirectly, influence individuals' search actions leading to positive search outcomes such as PJSB and AJSB (Lent & Brown, 2013).…”

Section: Theoretical and Hypotheses Developmentmentioning

confidence: 99%

“…Also, the SCCT-CSM focuses on the “process aspects of career behaviour that transcend particular career fields – for instance, the mechanisms involved in exploring and deciding on career options, searching for work, balancing work and nonwork roles, managing sexual identity in the workplace, and negotiating a variety of work transitions” (Lent et al, 2017, p. 107). Thus, SCCT-CSM offers a wider and more flexible template for our study of PsyCap and job search behaviours (e.g., Lent et al, 2022). Using the SCCT-CSM framework and multi-group approach, we compare the effects of PsyCap constructs on PJSB and AJSB in fresh university graduates to learn whether the effects are higher in the graduates who had WPL experience before graduation or in those who do not.…”

Section: Introductionmentioning

confidence: 99%

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A Multi-Group Study of Psychological Capital and Job Search Behaviours Among University Graduates With and Without Work Placement Learning Experience

Uwakwe¹,

Okolie²,

Ehiobuche

et al. 2022

Journal of Career Assessment

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We build upon the social cognitive career theory model of career self-management (SCCT-CSM) to test the effects of psychological capital constructs (hope, self-efficacy, optimism and resilience) on preparatory and active job search behaviours, mediated by job search goals in a multi-group study of university graduates who undertook work placement learning before graduation and those who did not. Using a two-wave data from 473 university fresh graduates in the one-year national youth service corps ( N = 209 who undertook work placement learning before graduation) and ( N = 264 who did not undertake work placement learning) in Nigeria, we test an SCCT-CSM-driven model employing structural equation modelling for the multi-group study. The findings revealed positive effects of self-efficacy and optimism on the preparatory and active job search behaviours across both samples but higher effects in the graduates who undertook work placement learning before graduation. Job search goals mediated the effects of self-efficacy and optimism on their preparatory and active job search behaviours in both samples. The serial mediation results show that self-efficacy and optimism indirectly affect the active job search behaviours via job search goals and preparatory job search behaviours. The implications of these results are discussed.

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‘Looking forward’: An actionable framework for proactive health and well‐being behaviours in Australian midlife women

Kopanidis,

Reid

2023

Health Prom J of Aust

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Issue AddressedThe health and well‐being of midlife women are not well‐researched. This study uses an actionable framework to demonstrate the influence of biosocial, psychological and cognitive factors on proactive health and well‐being behaviours (PHWB) of midlife women, including setting and evaluating their well‐being goals.MethodsQuantitative cross‐sectional data from Australian middle‐aged women (N = 904) aged 40–65 residing in Australia was used. Multinomial logistic regression examined associations with three PHWB outcomes (low, medium and high) and biosocial, psychological and cognitive factors.ResultsProactive health behaviours are influenced by a positive attitude towards ageing, a stronger sense of stoicism and self‐control, and a clearer life purpose. Compared to a high PHWB group, low proactiveness was associated with poor biosocial influences, fewer personal relations and less perceived behavioural control, but a higher level of self‐acceptance.ConclusionFindings demonstrate how significant biosocial, psychological and cognitive determinants may empower midlife women to be proactive and to set and achieve a broader set of physical, mental, relationship and financial health and well‐being goals for positive health outcomes and healthy ageing.So What?The actionable framework provides directions for public health agencies to develop health and well‐being communication strategies and health promotion initiatives targeting women at both early and later midlife. The findings point to the importance of understanding and fostering proactiveness in the context of midlife women's health and well‐being.

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Test of a Social Cognitive Model of Proactive Career Behavior

Cited by 15 publications

References 46 publications

Self-assertive efficacy and workplace advocacy behavior: A social cognitive analysis.

Self-assertive efficacy and workplace advocacy behavior: A social cognitive analysis.

A Multi-Group Study of Psychological Capital and Job Search Behaviours Among University Graduates With and Without Work Placement Learning Experience

‘Looking forward’: An actionable framework for proactive health and well‐being behaviours in Australian midlife women

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