How Career and Non-Work Goal Progress Affect Dual Earners’ Satisfaction: A Whole-Life Perspective
Abraham, E., Verbruggen, M., & Hirschi, A. (2024). How Career and Non-Work Goal Progress Affect Dual Earners’ Satisfaction: A Whole-Life Perspective. Journal of Career Development, 08948453241230907.
Abstract
Many career self-management models assume that career goal progress promotes satisfaction, but research on the topic has yielded mixed results. Adopting a whole-life perspective, this study examines how career and non-work goal progress relate to career, non-work, and life satisfaction and explores crossover effects and gender differences between dual-earner partners. We tested our research model using Actor-Partner Interdependence Modeling on a two-wave dataset of 190 heterosexual dual earners (i.e., 95 couples). Career goal progress was not related to any of the satisfaction indicators. For men, non-work goal progress was marginally positively related to career and non-work satisfaction and positively related to life satisfaction. For women, non-work goal progress was not related to any satisfaction indicator. Between partners, men’s non-work goal progress was positively related to women’s non-work and life satisfaction, whereas women’s career goal progress was negatively related to men’s life satisfaction. Implications for research and career practice are discussed.
Keywords: career goal progress, non-work goal progress, dual-earner couples, career self-management, satisfaction, gender
A Whole-Life Perspective of Sustainable Careers: The Nature and Consequences of Nonwork Orientations
Hirschi, A., Steiner, R., Burmeister, A., & Johnston, C. S. (2019). A whole-life perspective of sustainable careers: The nature and consequences of nonwork orientations. Journal of Vocational Behavior. doi:10.1016/j.jvb.2019.103319
Abstract
Developing a sustainable career necessitates actively considering nonwork roles relative to one’s career. However, little is known about who is more or less likely to consider nonwork roles, and what consequences this entails for a sustainable career development. To address this issue, we investigated the nomological net of nonwork orientations (NWO) in two studies, with five samples (total N= 2,679). Study 1 explored the nomological net of NWO and found that among students and employees, people high in agreeableness more strongly considered the family and community role, whereas those high in extraversion and openness showed higher NWO for private life and community. Moreover, students and employees who endorsed self-transcendence work values scored higher on NWO. Study 2 examined how different combinations of NWO and work role commitment relate to work–nonwork conflict and enrichment with latent profile analysis. Across three samples including younger, age-heterogenous, and older workers, we identified five distinct profiles: average levels, work focused, personal life focused, family and personal life focused, and whole-life focused (i.e., high in NWO and work role commitment). Notably, people with a whole-life profile (between 6% and 29% of the samples) reported more work–nonwork enrichment, and a tendency for less work–nonwork conflict compared to individuals predominately focused on either work or personal life. Moreover, we found some meaningful age group differences which call for more research into lifespan dynamics in sustainable careers. Overall, the results of the studies help to better understand the meaning of NWO and how they relate to a sustainable approach to career development.
Keywords: nonwork orientations; personality; work values; work commitment; work–nonwork interface
Calling as a double-edged sword for work-nonwork enrichment and conflict among older workers
Hirschi, A., Keller, A. C., & Spurk, D. (2019). Calling as a double-edged sword for work-nonwork enrichment and conflict among older workers. Journal of Vocational Behavior. doi:10.1016/j.jvb.2019.02.004
Having a calling has been linked to various positive outcomes, but the potential negative effects of having a calling have not yet received comparable attention. Moreover, research thus far has neglected to examine how callings affect the work–nonwork interface. Based on the work–home resources model, and work–family enrichment theory, we presumed that having a calling can increase as well as deplete personal resources at work, which, in turn, promote work–nonwork enrichment and conflict among older workers. We investigated these assumptions among 599 employees, aged between 50 and 60 years, by examining within-individual changes in presence of calling, positive affect at work, workaholism, work–nonwork enrichment, and work–nonwork conflict over a period of one year, with two measurement points. Results indicated that an increase in the presence of a calling was positively related to increased levels of positive affect at work, which, in turn, was positively related to increased work–nonwork enrichment. However, an increase in the presence of a calling was also positively related to increased workaholism, which was positively related to increased work–nonwork conflict. The findings suggest that having a calling is meaningfully related to the work–nonwork interface among older workers in both positive and negative ways.
All in the name of work? Nonwork orientations as predictors of salary, career satisfaction, and life satisfaction
Hirschi, A., Herrmann, A., Nagy, N., & Spurk, D. (2016). All in the name of work? Nonwork orientations as predictors of salary, career satisfaction, and life satisfaction. Journal of Vocational Behavior, 95–96, 45-57, doi:10.1016/j.jvb.2016.07.006.
Abstract
Career development increasingly demands a successful integration of work and nonwork domains. Based on work-nonwork conflict and enrichment theories, this study explored the relationship between nonwork orientations (i.e., family, personal life, and community) and both objective (i.e., salary) and subjective (i.e., career satisfaction) career success and life satisfaction over a period of six months among a sample of 548 employees from Germany. The results generally support the enrichment perspective. Family orientation showed a positive relationship with career satisfaction. All three nonwork orientations, especially family orientation, were positively related to life satisfaction. We also explored gender and age effects but found no differences in nonwork orientations between young employees aged 25–34 years and older workers aged 50–59 years. Men showed lower levels of personal life orientation than women, but no differences in family or community orientation based on gender were found. We also did not observe gender x age interaction effects. We discuss the study's implications for a whole-life perspective on career development, career success, and well-being.