The protean career orientation as predictor of career outcomes: Evaluation of incremental validity and mediation effects
Herrmann, A., Hirschi, A., & Baruch, Y. (2015). The protean career orientation as predictor of career outcomes: Evaluation of incremental validity and mediation effects. Journal of Vocational Behavior, 88,205-214, doi:10.1016/j.jvb.2015.03.008
Abstract
A protean career orientation is assumed to be beneficial for career development but researchers have only recently started to empirically evaluate the concept. Conducting two studies based on three independent samples of university students and working professionals in Germany, we address issues of concurrent validity, predictive incremental validity and mechanisms linking the protean orientation to career outcomes. The first study showed that in a sample of 104 Ger man employees different measures of the protean career orientation all correlated highly, but not identically, to a range of work and career attitudes. Using bootstrapping analysis, a second study with a six-month prospective examination among 419 German university students and a cross-sectional analysis among 526 German employees showed that a protean career orientation predicts proactive career behaviors and career satisfaction beyond a proactive disposition and core self-evaluations, respectively. Moreover, the protean career orientation was a significant mediator of these two personality constructs on both career outcomes. Cumulatively, the studies enrich our understanding of how and when a protean career orientation is related to important career outcomes.
Narcissism and career success: Occupational self-efficacy and career engagement as mediators
Hirschi, A., & Jaensch, V. (2015). Narcissism and career success: Occupational self-efficacy and career engagement as mediators. Personality and Individual Differences, 77, 205-208, doi:10.1016/j.paid.2015.01.002
Abstract
Narcissism is a personality trait that has potentially important effects on career development outcomes, yet empirical research on this issue is sparse. The present study explored the relationships between nar cissism and two indicators of career success (i.e., salary and career satisfaction) among a group of young professionals (N = 314). We assessed a model proposing that the effect of narcissism on career success is mediated by increased occupational self-efficacy beliefs and career engagement. While correlations between narcissism and the two indicators of career success were minimal, the results showed a signif icant indirect effect on salary via occupational self-efficacy and indirect effects on career satisfaction via self-efficacy and career engagement. We discuss the results regarding insights into why narcissism may lead to career success.
Career engagement: Investigating intraindividual predictors of weekly fluctuations in proactive career behaviors
Hirschi, A. & Freund, P. A. (2014). Career engagement: Investigating intraindividual predictors of weekly fluctuations in proactive career behaviors. Career Development Quarterly, 62(1), 5-20. doi:10.1002/j.2161-0045.2014.00066.x
Abstract
This study applied a microlevel perspective on how within-individual differences in motivational and social-cognitive factors affected the weekly fluctuations of engagement in proactive career behaviors among a group of 67 German university students. Career self-efficacy beliefs, perceived career barriers, experienced social career support, positive and negative emotions, and career engagement were assessed weekly for 13 consecutive weeks. Hierarchical linear regression analyses showed that above average levels of career engagement within individuals were predicted by higher than average perceived social support and positive emotions during a given week. Conversely, within-individual differences in self-efficacy, barriers, and negative emotions had no effect. The results suggest that career interventions should provide boosts in social support and positive emotions.
Keywords: career engagement, diary study, university students, self-directed career management
Proactive motivation and engagement in career behaviors: Investigating direct, mediated, and moderated effects
Hirschi, A., Lee, B., Porfeli, E. J., & Vondracek, F. W. (2013). Proactive motivation and engagement in career behaviors: Investigating direct, mediated, and moderated effects. Journal of Vocational Behavior, 83(1), 31-40. doi:10.1016/j.jvb.2013.02.003
Abstract
Proactive career behaviors become increasingly important in today’s career environment, but little is known about how and when motivational patterns affect individual differences. In a six month longitudinal study among German university students (Study 1; N=289) it was demonstrated that motivation in terms of “can do” (self-efficacy and context beliefs), “reason to” (autonomous career goals), and “energized to” (positive affect) significantly predicted career behaviors. Contrary to expectation, negative context beliefs had a positive effect when combined with other motivational states. Study 2 replicated and extended those results by investigating whether “can do” motivation mediates the effect of proactive personality and whether those effects are conditional upon the degree of career choice decidedness. We tested a moderated multiple mediation model with a unique sample of 134 German students, assessed three times, each interval being 6 weeks apart. The results showed that effects of proactivity were partially carried through higher self-efficacy beliefs but not context beliefs. Supporting a moderation model, indirect effects through self-efficacy beliefs were not present for students with very low decidedness.
Keywords: career management; proactivity; motivation; career counseling; career engagement
Ohne Fleiss kein Preis
Hirschi, A., & Jänsch, V. K. (2013). Ohne Fleiss kein Preis [No pain no gain]. Panorama, 6, 22-23.