When and why do negative organization-related career shocks impair career optimism? A conditional indirect effect model

Hofer, Annabelle; Spurk, Daniel; Hirschi, Andreas

doi:10.1108/cdi-12-2018-0299

Cited by 27 publications

(34 citation statements)

References 96 publications

(266 reference statements)

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“…In the first article, Hofer et al (2021) conduct a three-wave quantitative study among 728 Swiss employees to examine the role of career shocks in career optimism. They find that a negative organization-related career shock, measured using an item from Seibert et al (2013), can lead to perceptions of increased job insecurity.…”

Section: Lessons Learned From the Special Issuementioning

confidence: 99%

The role of career shocks in contemporary career development: key challenges and ways forward

Akkermans

Rodrigues

Mol

et al. 2021

CDI

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PurposeThis article aims to introduce the special issue entitled “the role of career shocks in contemporary career development,” synthesize key contributions and formulate a future research agenda.Design/methodology/approachThe authors provide an introduction of the current state-of-the-art in career shocks research, offer an overview of the key lessons learned from the special issue and present several important avenues for future research.FindingsThe authors discuss how the special issue articles contribute to a better understanding of career shocks' role in contemporary career development, focusing on (1) conceptual clarity of the notion of career shocks, (2) career outcomes of career shocks, (3) mechanisms that can explain the impact of career shocks and (4) interdisciplinary connectivity.Originality/valueThis article offers a synthesis of the critical contributions made within this special issue, thereby formulating key ways to bring the field of career shocks research forward. It also provides new avenues for research.

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Section: Lessons Learned From the Special Issuementioning

confidence: 99%

The role of career shocks in contemporary career development: key challenges and ways forward

Akkermans

Rodrigues

Mol

et al. 2021

CDI

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“…55A partial dataset ( N = 728) was used in Hofer et al. (2021). There is no overlap in the used constructs.…”

mentioning

confidence: 99%

Conceptualizing career insecurity: Toward a better understanding and measurement of a multidimensional construct

Spurk

Hofer

Hirschi

et al. 2021

Personnel Psychology

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Applying qualitative and quantitative analyses across four studies and seven samples, we clarified the meaning and developed a new measure of career insecurity. Career insecurity is defined as "an individual's thoughts and worries that central content aspects of one's future career might possibly develop in an undesired manner." The new Multidimensional Career Insecurity Scale (MU-CI-S) measures eight career insecurity (CI) dimensions: (1) CI-Career opportunities; (2) CI-Decreased prestige and qualification requirements of the employment; (3) CI-Contractual employment conditions; (4) CI-Unemployment; (5) CI-Change of workplace; (6) CI-Retirement; (7) CI-Work-nonwork interactions; and (8) CI-Discrepancy between individual resources and work demands. Across all studies, the MU-CI-S showed excellent psychometric properties (e.g., factor loadings of all items and internal consistencies of all dimensions) and high levels of construct validity (e.g., theoretically assumed factorial structure and discriminant and convergent validity).The analyses showed concurrent, predictive, and incremental validity beyond neuroticism and other job and career insecurity measures for predicting health and well-being,This is an open access article under the terms of the Creative Commons Attribution-NonCommercial-NoDerivs License, which permits use and distribution in any medium, provided the original work is properly cited, the use is non-commercial and no modifications or adaptations are made.

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“…Previous scholarships on the subject matter have well documented the positive linear relationship between nature of shock and eventual outcome (e.g. Hofer et al, 2020). This implies that positive career shocks are related to positive outcomes, while negative career shocks are related to negative outcomes (e.g.…”

Section: Positive Career Shocks and Cdsementioning

confidence: 97%

“…Recent scholarships have suggested the inclusion of moderating variables while examining the relationship of career optimism with related variables of interest (Eva, et al, 2020). Advancingly, Hofer et al (2020) have suggested incorporating the key resources (e.g. personal resources, career resources, energy resources) as moderators to check their effect on career attitudes.…”

Section: Introductionmentioning

confidence: 99%

“…Despite a call to add moderating variables in assessing the antecedents of career optimism, there is limited number of empirical work discussing the moderating variables on the subject of career optimism (Kim et al, 2016). Based on the recommendations of these recent studies (Hofer et al, 2020;Chui et al, 2020), this study proposes CFC-I (a key personal resource) as a moderating factor on the relationship between CDSE and career optimism. Drawing on the aforementioned theoretical gaps, this study will address the following research questions: RQ1.…”

Section: Introductionmentioning

confidence: 99%

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Positive career shocks and career optimism: testing the mediating role of career decision-making self-efficacy

Ahmad

Nasir

2021

JABES

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PurposeThis study examines the relationship of positive career shocks and career optimism. The mediating role of career decision-making self-efficacy (CDSE) between positive career shocks and career optimism, and the moderating role of consideration of future consequences – immediate (CFC-I) between CDSE and career optimism is checked.Design/methodology/approachThrough cluster sampling, cross-sectional data from 192 professionals of electronic media industry were collected via an electronically administered questionnaire. For preliminary descriptive data analysis SPSS version 21 was used. SmartPLS version 3.0 was used for testing the proposed hypotheses.FindingsThe results showed that positive career shocks have a relationship with career optimism via CDSE. Also, CFC-I moderated the relationship of CDSE and career optimism such that the relationship of CDSE and career optimism was stronger at higher level of CFC-I.Practical implicationsThe study provides implications for the career consultants, human resource professionals and senior management of organizations. All these stakeholders can strive to build an inventory of positive career shocks. Also, shifting to a surprised business model of announcing compensations and promotions is another area to work on. The results of this study further suggest disengaging the fresh potential employees in the initial processes of recruitment. Interdepartmental coordination of health and safety department and human resource management department is also very important implication of this study to highlight the positive aspects of being optimistic.Originality/valueThe study is among the few empirical studies which investigates the relationship between positive career shocks and career optimism via CDSE. Also, in light of the latest call of various empirical works in the domain, this study adds a moderating variable i.e. CFC-I in predicting career optimism. Furthermore, contrary to the conventional approach of applying students' data on career models, this study tests the proposed career model on data collected from professionals.

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When and why do negative organization-related career shocks impair career optimism? A conditional indirect effect model

Cited by 27 publications

References 96 publications

The role of career shocks in contemporary career development: key challenges and ways forward

The role of career shocks in contemporary career development: key challenges and ways forward

Conceptualizing career insecurity: Toward a better understanding and measurement of a multidimensional construct

Positive career shocks and career optimism: testing the mediating role of career decision-making self-efficacy

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