To Hangover or Not: Trajectories of Job Satisfaction in Adolescent Workforce Newcomers
Valero, D., & Hirschi, A. (2019). To hangover or not: Trajectories of job satisfaction in adolescent workforce newcomers. European Journal of Work and Organizational Psychology, 28(2), 150-163. doi:10.1080/1359432X.2018.1564278
Abstract
The development of job satisfaction during the first months on the job often indicates ahoneymoon hangover, with high levels of job satisfaction gradually declining. This effect is often explained by disappointed expectations that are informed by previous job experiences. However, research has not established whether a hangover pattern could also be observed in individuals without previous work experience. We explored the development of job satisfaction with four assessment points across the first four months after starting vocational training among 357 Swiss adolescents. On average, a hangover pattern in job satisfaction was confirmed. Using person-centred growth mixture modelling, we identified two groups with distinct trajectories. Although a majority showed a hangover pattern, a third of participants showed stable, high job satisfaction. We presumed that adolescents with more contextual and personal resources (i.e., perceived social support, occupational self-efficacy, core self-evaluations, and perceived person–job fit) would be more likely to avoid a hangover pattern. Results confirmed that the two groups differed significantly in all these resources with the high stable satisfaction group showing higher resources. The results illustrate the importance of a diverse set of resources to facilitate a positive trajectory of job satisfaction at the beginning of work life.
Keywords: job satisfaction, newcomer socialization, growth mixture model, vocational training, social cognitive career theory; conservation of resources
Predictors of a Protean Career Orientation and Vocational Training Enrollment in the Post-School Transition
Steiner, R. S., Hirschi, A., & Wang, M. (2019). Predictors of a protean career orientation and vocational training enrollment in the post-school transition. Journal of Vocational Behavior, 112, 216-228. https://doi.org/10.1016/j.jvb.2019.03.002
Abstract
The post-school transition is a critical transition for adolescents and understanding when and how it results in beneficial outcomes is a pressing issue. We integrate career construction theory and social cognitive career theory and investigate a sequential model of predictors and outcomes at various stages in the post-school transition process. We focus on a protean career orientation as an important subjective transition outcome and whether adolescents continue with high school or vocational education and training (VET) as an important objective transition outcome. We propose that personal and contextual socio-cognitive factors during school (i.e., occupational self-efficacy beliefs and perceived career barriers) relate to the transition outcomes indirectly through their effects on vocational identity clarity. We tested our hypotheses among a sample of 819 Swiss adolescents, based on a time- lagged study with three waves over a period of three years. Results of structural equation modeling showed that occupational self-efficacy beliefs positively, and perceived career barriers negatively related to vocational identity clarity. A clear vocational identity in turn predicted a higher probability of VET enrollment compared to high school enrollment after school. Unexpectedly, a clearer vocational identity related to a weaker protean career orientation. Implications for post-school transition research and the protean career literature are discussed.
Protean career orientation, vocational identity, and self-efficacy: An empirical clarification of their relationship
Hirschi, A., Jaensch, V., & Herrmann, A. (2017) Protean career orientation, vocational identity, and self-efficacy: An empirical clarification of their relationship. European Journal of Work and Organizational Psychology, 26(2), 208-220.doi: 10.1080/1359432X.2016.1242481.
Abstract
There is a large interest in how people can be more protean in their career development, exhibiting a self-directed striving for personally valued career outcomes. However, existing research on the protean career needs to better address issues of antecedents and outcomes as well as unique effects of a protean career orientation (PCO). We present two studies investigating how PCO is related to vocational identity clarity and occupational self-efficacy. Study 1 reports a one-year, three-wave cross-lagged study among 563 university students and established that PCO preceded changes in identity and self-efficacy – but not the other way around. A six-month longitudinal study of 202 employees, Study 2 showed that identity clarity and self-efficacy mediated the effects of PCO on career satisfaction and proactive career behaviors. PCO only possessed incremental predictive validity regarding proactive career behaviors. However, we could not confirm specific direct or mediated effects of PCO on job satisfaction. These results imply that PCO is closely related to vocational identity clarity and self-efficacy because it enhances these career attitudes. Moreover, identity and self-efficacy mediate some but not all of the effects of PCO on important career outcomes.
Keywords: protean career orientation; vocational identity; occupational self-efficacy; job satisfaction; career satisfaction; proactive career behaviors
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.
Hope as a resource for career exploration: Examining incremental and cross-lagged effects
Hirschi, A., Abessolo, M., & Froidevaux, A. (2015). Hope as a resource for career exploration: Examining incremental and cross-lagged effects. Journal of Vocational Behavior, 86, 38-47. doi:10.1016/j.jvb.2014.10.006
Abstract
Hope is believed to be beneficial for vocational pursuits, but the question of how and why hope is related to pivotal career development variables remains largely unaddressed. In a series of three studies, we investigated the relationship between hope and career exploration. Study 1 examined at-risk adolescents (N = 228) in Switzerland and showed that hope explains variance in career exploration beyond the significant effects of generalized self-efficacy beliefs and per ceived social support. Study 2 found the same result among a group (N = 223) of first-year stu dents at a Swiss university with a measure of state hope. Study 3 applied a one-year cross-lagged design with a diverse group of students (N = 266) at a German university to investigate the mu tual effects of dispositional hope and career exploration over time. Although both variables were found to be related within and over time, we could not confirm lagged effects in either direction. The results suggest that hope is significantly correlated with career exploration because both are related to personality and social-contextual variables.
Keywords: hope; career exploration; self-efficacy beliefs; social support