Birds of a feather flock together: How congruence between worker and occupational personality relates to job satisfaction over time
Ghetta, A., Hirschi, A., Wang, M., Rossier, J., & Herrmann, A. (2020). Birds of a feather flock together: How congruence between worker and occupational personality relates to job satisfaction over time. Journal of Vocational Behavior, 119, 103412. https://doi.org/10.1016/j.jvb.2020.103412
Abstract
Person–environment fit (P–E fit) and job satisfaction are key constructs in vocational and organizational research. Research established that they are positively related, but little is known about how they relate over time. We analyzed P–E fit as the congruence between the Big Five personality traits of a worker and of all job incumbents in the same occupation, and how this congruence relates to job satisfaction over time. Analyses were based on 7,049 participants from the German Socio-Economic Panel from 2005, 2009, and 2013. We used latent change score modeling to assess changes in congruence and job satisfaction over eight years, and further created 3D response surface plots based on polynomial regression to investigate nonlinear relations between each Big Five trait and job satisfaction. Change in P–E fit was not related to simultaneous change in job satisfaction and did not predict subsequent change in job satisfaction. The surface analyses indicated that a worker’s and an occupation’s personality are primarily independently relevant for the level of job satisfaction and that effects differ for different personality traits.
Keywords
person–environment fit, personality, job satisfaction, latent change score model, response surface analysis
When and why do negative organization-related career shocks impair career optimism?
Hofer, A., Spurk, D. & Hirschi, A. (2020). When and why do negative organization-related career shocks impair career optimism? A conditional indirect effect model. Career Development International. https://doi.org/10.1108/CDI-12-2018-0299
Abstract
Purpose – This study investigates when and why negative organization-related career shocks affect career optimism, which is a positive career-planning attitude. The indirect effect of negative organization-related career shocks on career optimism via job insecurity, and the role of perceived organizational career support as a first stage moderator, were investigated.
Design/methodology/approach – Three-wave time-lagged data from a sample of 728 employees in Switzerland was used. Time-lagged correlations, an indirect effect model, and a conditional indirect effect model with bootstrapping were used to test the hypotheses.
Findings – First, this study showed a significant negative correlation between negative organization-related career shocks (T1) and career optimism (T3), a positive correlation between negative organization-related career shocks (T1) and job insecurity (T2), and a negative correlation between job insecurity (T2) and career optimism (T3). Second, findings revealed that negative organization-related career shocks (T1) have a negative indirect effect on career optimism (T3) via job insecurity (T2). Third, perceived organizational career support (T1) buffers the indirect effect of negative organization-related career shocks (T1) on career optimism (T3).
Originality/value – This study provides an initial examination of the relationship between negative organization-related career shocks and career optimism by applying assumptions from the JD-R model and Conservation of Resources theory. Implications about how to deal with negative career shocks in HRM and career counseling are discussed.
Keywords – Career Optimism, Career Shocks, Career Support, Career Attitudes, Job Insecurity
Career adaptability and career success in the context of a broader career resources framework.
Haenggli, M. & Hirschi, A. (2020). Career adaptability and career success in the context of a broader career resources framework. Journal of Vocational Behavior, 119, 103414. https://doi.org/10.1016/j.jvb.2020.103414
Abstract
Increasing dynamics of careers make the development and application of different career resources important for successful career development. The study aimed to understand how different career resources are related to each other and different forms of career success. Examining 574 employees with 3-waves of 1-month time lags, we assessed relations between key resources (i.e., self-esteem and optimism), career adaptability resources (i.e., concern, control, curiosity, confidence), and knowledge/skills, motivational, and environmental career resources and their predictive utility for different forms of subjective and objective career success (i.e., salary). Results showed that career adaptability resources are highly related to other types of career resources, but career adaptability and other career resources each explain unique variance in different facets of career success. Using relative weight analyses, we found that especially motivational and environmental career resources are meaningfully positively related to different facets of subjective career success, whereas knowledge and skills career resources are most prominently positively related to objective career success. Under consideration of other career resources, career adaptability related negatively to salary. The findings contribute to career construction theory by situating career adaptability within a broader resource framework in relation to career success.
Keywords
Career adaptability; Career resources; Key resources; Subjective career success; Objective career success; Career construction theory
Understanding the motivational benefits of knowledge transfer for older and younger workers in age-diverse coworker dyad
Burmeister A., Wang, M., & Hirschi, A. (2020). Understanding the motivational benefits of knowledge transfer for older and younger workers in age-diverse coworker dyads: An actor-partner interdependence model. Journal of Applied Psychology, 105(7), 748-759. https://doi.org/10.1037/apl0000466
Abstract
The growing age diversity in organizations in most industrialized economies provides opportunities to motivate both older and younger workers by enabling them to benefit from each other through knowledge transfer. In this study, we integrate self-determination theory with socio-emotional selectivity theory to argue that the alignment between workers’ age and their roles in knowledge transfer can generate motivational benefits for them. More specifically, we argue that receiving knowledge from coworkers (i.e., actor knowledge receiving) is more closely aligned with younger workers’ goal priorities, while having coworkers receive one’s knowledge (i.e., partner knowledge receiving) is more closely aligned with older workers’ goal priorities. We expect that these motivational benefits manifest in younger and older workers’ need fulfillment at work, which can shape their subsequent intention to remain with the organization. We used an actor-partner interdependence model to test our hypotheses with time-lagged data from a sample of 173 age-diverse coworker dyads, and found support for most of our hypotheses. The age-specific motivational perspective that we adopt has implications for self-determination theory and research on knowledge transfer and mentoring.
Keywords
socio-emotional selectivity theory, self-determination theory, work motivation, employee retention, mentoring, actor-partner interdependence model
Career adaptability and social support of vocational students leaving upper secondary school.
Hlad'o, P., Kvaskova, L., Jezek, S., Hirschi, A., & Macek, P. (2020). Career Adaptability and Social Support of Vocational Students Leaving Upper Secondary School Journal of Career Assessment, 28(3), 478-495. https://doi.org/10.1177/1069072719884299
Abstract
This study used a sample of 3,028 vocational upper secondary Czech students to validate the measurement model of the Career Adapt-Abilities Scale—Czech Form, assessing concern, control, curiosity, and confidence as the psychosocial resources for managing occupational transitions, developmental tasks, and work traumas. We moreover examined the associations of parental psychosocial support, parental instrumental support (action), teacher support, and peer support with the four components of career adaptability. As expected, social support provided by significant others was positively associated with career adaptability. Diverse sources of social support related differently to various career adaptability components. Career concern and confidence were asso- ciated simultaneously with parental psychosocial support, teacher support, and peer support while control was associated only with the parental and friend support and curiosity was associated with the social support from teachers and friends. Moreover, parental instrumental support did not show any significant link to career adaptability components.
Keywords
career adaptability, Career Adapt-Abilities Scale, social support, parental support, teacher support, peer support
Development and Validation of a Multidimensional Career Values Questionnaire: A Measure Integrating Work Values, Career Orientations, and Career Anchors
Abessolo, M., Hirschi, A., & Rossier, J. (2019). Development and Validation of a Multidimensional Career Values Questionnaire: A Measure Integrating Work Values, Career Orientations, and Career Anchors. Journal of Career Development. doi:10.1177/0894845319846567
Abstract
Work values, career orientations, and career anchors are conceptually and empirically linked, and the aim of this article was to develop a new questionnaire that assesses their underlying common dimensions from a set of newly generated items. A first study, using a sample of Swiss French–speaking employees (N = 239) and exploratory factor analysis techniques, enabled the identification of eight career values: social, management, specialization, mobility, independence, salary, work–life balance, and variety. In a second study with another sample of Swiss French–speaking employees (N = 313), we confirmed this eight-factor structure and showed that these dimensions are reliable and stable over time. The measured career values were also meaningfully related to different work meanings and to job and career satisfaction. This newly created questionnaire enables an integrative assessment of career values and should be useful for researchers and practitioners to better understand and assist people in their career choices.
Empirical developments in career construction theory
Rudolph, C. W., Zacher, H., & Hirschi, A. (2019). Empirical developments in career construction theory (Editorial). Journal of Vocational Behavior, 111, 1-6. doi:10.1016/j.jvb.2018.12.003
Abstract
Career construction theory is a grand theory of career development. The goal of this special issue on empirical developments in career construction theory was to showcase research that addresses major unanswered questions regarding this theory, including the role of context and development over time, as well as the applicability of the theory in specific samples. Furthermore, we sought advanced research that addresses the dimensionality, processes, and outcomes of career construction by adopting diverse approaches, including quantitative, qualitative, and intervention methods. In this editorial, we briefly describe key propositions of career construction theory and emphasize major questions that remain to be answered within this theoretical framework. We then briefly summarize the eight empirical studies included in the special issue and explain how they, individually and collectively, contribute to the advancement of research on career construction.
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
Reciprocal Relation Between Authenticity and Calling among Chinese University Students: A Latent Change Score Approach
Zhang, C., Hirschi, A., Dik, B. J., Wei, J. & You, X. (2018). Reciprocal relation between authenticity and calling among Chinese university students: a latent change score approach. Journal of Vocational Behavior, 107, 222-232. doi: 10.1016/j.jvb.2018.05.005
Abstract
It is common to hear that following one’s “true self” is an important means to find a calling, yet no study has directly examined this possibility. In this study, we investigate the change pattern between authenticity and calling. Specifically, we conducted a three-wave longitudinal study with 459 Chinese university students over one year and examined the reciprocal dynamic relationship between authenticity (i.e., authentic living, self-alienation, and accepting external influence) and calling. Results of a bivariate latent change score model examining within- individual changes over time showed that increases in authentic living were positively correlated with increases in calling, while increases in self-alienation and accepting external influence negatively correlated with increases in calling. We also found that higher levels of calling predicted less decrease in authentic living. However, higher levels of authentic living significantly predicted a decrease in calling over time. Our findings contribute to the literature on calling by suggesting a dynamic change pattern of authenticity and calling among Chinese university students.
Keywords: Calling, authenticity, authentic living, accepting external influence, latent change score model
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
The Dark Triad and Competitive Psychological Climate at Work: A Model of Reciprocal Relationships in Dependence of Age and Organization Change
Spurk, D., & Hirschi, A. (2018). The Dark Triad and competitive psychological climate at work: A model of reciprocal relationships in dependence of age and organization change. European Journal of Work and Organizational Psychology 27(6), 736-751.doi:10.1080/1359432X.2018.1515200
Abstract
Integrating an interactionist model of personality development, the cumulative continuity model of personality development, and selection-evocation-manipulation theory, the present study analysed reciprocal relations of the Dark Triad common core and its sub-traits of narcissism, psychopathy, and Machiavellianism with competitive psychological climate. Moreover, within a large (N = 1,185) and longitudinal sample of employees from Germany, latent cross-lagged panel analyses were applied to analyse the moderating roles of age and organization change (i.e., organizational turnover). Overall, results revealed positive reciprocal relations between the Dark Triad common core, its sub-traits, and competitive psychological climate. The Dark Triad common core and Machiavellianism were more stable within the older (50 to 59 years) compared to the younger (25 to 34 years) age group. However, we found no age differences for the relation between competitive psychological climate and change in the Dark Triad common core or its sub-traits. Among employees who changed organizations, the Dark Triad common core, narcissism, and psychopathy were more strongly positively related to the change in competitive psychological climate than in the non-change group. This suggests stronger selection compared to evocation- manipulation effects for individuals with high values in the Dark Triad common core, narcissism, and psychopathy, but not for Machiavellianism.
Keywords: Dark Triad, Competitive Climate, Age, Organizational Turnover, Reciprocity
Competition in Career Tournaments: Investigating the Joint Impact of Trait Competitiveness and Competitive Psychological Climate on Objective and Subjective Career Success
Spurk, D., Keller, A. C., & Hirschi, A. (2019). Competition in career tournaments: investigating the joint impact of trait competitiveness and competitive psychological climate on objective and subjective career success. Journal of Occupational and Organizational Psychology ,doi : 10.1111/joop.12238
Abstract
This study investigates the joint impact of trait competitiveness (i.e., the enjoyment of interpersonal competition and the desire to win and be better than others) and competitive psychological climate (i.e., the degree to which employees perceive organizational rewards as contingent upon comparisons of their performance against that of their peers) on objective and subjective career success. Based on tournament and person–environment fit theory, we assumed that the positive effects of trait competitiveness on different indicators of objective (i.e., salary, promotions) and subjective (i.e., career satisfaction, internal marketability, and meaningful work) career success are stronger under conditions of a highly competitive psychological climate. Moderated regression analyses using data from a 6-month time-lagged study of 340 employees working in diverse occupational fields in their early careers revealed joint effects of the two competition variables. For both objective and subjective career success, the effect of trait competitiveness was strengthened under conditions of a highly competitive psychological climate. We discuss the results by integrating theoretical reasoning from a tournament and person– environment fit perspective on the attainment of career success.
Keywords: career success, tournament theory, trait competitiveness, competitive psychological climate
Practitioner Points
Organizations should be aware that competitive environments, and specifically their related perceptions, are only beneficial for some employees’ career success
Within perceived highly competitive organizational contexts, personnel selection and development should consider competitive traits of employees when deciding about hiring and career planning
Career counselors may consider perceived organizational climates and competitive personal characteristics when objective and subjective career success is of topic in the counseling process
Antecedents and Outcomes of Objective versus Subjective Career Success: Competing Perspectives and Future Directions
Spurk, D., Hirschi, A., Dries, N. (2019). Antecedents and outcomes of objective versus subjective career success: Competing perspectives and future directions. Journal of Management, 45(1), 35-69. doi:10.1177/014920631878656
Abstract
This review examines competing perspectives relating to (a) the range and prevalence of different theoretical approaches to the study of career success and (b) the need for a theoretically differentiated understanding of the antecedents of objective (OCS) versus subjective (SCS) career success. Furthermore, the review complements the assumption that OCS and SCS are only ultimateoutcomes of careers, proposing instead that career success also acts as an antecedent to other career and life outcomes. Against the backdrop of an organizing resource management framework, we present and critically evaluate the results of a systematic analysis of the theoretical approaches used to empirically study the antecedents of OCS and SCS. Furthermore, we develop a taxonomy of outcomes of career success. Our review findings show a theoretical heterogeneity with some dominant theoretical approaches within research of antecedents of career success. Moreover, past research started to adopt different theoretical approaches when predicting OCS (e.g., approaches focusing on personal resources, such as human capital or [competitive] performance) versus SCS (e.g., approaches focusing on personal key resources, such as stable traits). Several types of career success outcomes were identified: withdrawal, career attitudes, health and well-being, reactions from the (work) environment, and self-concept. Based on these findings, we provide recommendations for how future research can make sense of the theoretical heterogeneity in career success research, how research on antecedents and outcomes can better account for the OCS/SCS distinction, and how future research can more rigorously integrate research on antecedents and outcomes of career success.
Keywords: objective career success; subjective career success; antecedents; outcomes; systematic review
Whole-Life Career Management: A Counseling Intervention Framework
Hirschi, A. (2020). Whole-Life Career Management: A Counseling Intervention Framework. Career Development Quarterly, 68, 2-17. https://doi.org/10.1002/cdq.12209
Abstract
It is widely recognized that career management and counseling require a consideration of work and nonwork roles. I present a career counseling intervention framework to help clients self-direct their careers and attain work-nonwork balance. Based on an action-regulation approach, the framework consists of four phases: (1) Clarifying goals across work and nonwork roles; (2) mapping resources and barriers related to goal attainment; (3) developing action strategies for goal attainment; and (4) monitoring and adapting goal pursuit across work and nonwork goals. I outline the theoretical foundations of this framework, provide a case study on how the framework can be applied in individual counseling, and give examples of specific intervention contents. The framework provides a foundation for career counseling practice to assist clients in managing their careers under considerations of nonwork roles. Research can use the framework to gain a better understanding of career self-management from a whole-life perspective.
Keywords: work-nonwork; career counseling; work-life balance; work-family; action regulation
Networking as predictor of work-nonwork enrichment: Mechanisms on the within- and between-person level
Baumeler, F., Johnston, C. S., Hirschi, A., & Spurk, D. (2018). Networking as predictor of work-nonwork enrichment: Mechanisms on the within- and between-person level. Journal of Vocational Behavior, 109, 166-177. doi:10.1016/j.jvb.2018.10.015
Abstract
A positive work–nonwork interface is an important aspect of successful career development because it is associated with satisfaction, positive health, and positive work outcomes. However, the role of proactive behaviors at work for work–nonwork enrichment mechanisms has thus far not received much attention. Based on the conservation of resource theory (Hobfoll, 1989) and work–family enrichment theory (Greenhaus & Powell, 2006), we investigated the instrumental (i.e., coworker support) and affective (i.e., positive affect at work) enrichment mechanisms facilitated by networking. We conducted a diary study for within-person effects and a longitudinal panel study for between-person effects. Results supported the notion that networking is positively related to coworker support and positive affect at work on both the within- and between-person level. Furthermore, the mediating effect of coworker support for the relation between networking and work–nonwork enrichment on the within-person level was supported. On the between-person level, the mediating effect through positive affect at work was supported. Implications for research and practice concerning the resources gained by networking and the different work–nonwork enrichment mechanisms on the within- and between-person levels are discussed.
Identity Incongruence and Negotiation in the Transition from Work to Retirement: A Theoretical Model
Froidevaux, A., Hirschi, A., & Wang, M. (2018). Identity incongruence and negotiation in the transition from work to retirement: A theoretical model. Organizational Psychology Review, 8(4), 228-255. doi:10.1177/2041386619830754
Abstract
In an aging society, dealing with the disengagement from the work-related identity and the quality of retirement adjustment become major concerns for individuals and organizations. However, the processes through which retirement adjustment can be achieved and upon which conditions this depends are only partially understood, especially regarding identity transition processes. To address this issue, we suggest that identity incongruence, identity transition negotiation, and the variety of high-quality exchange relationships represent key factors that explain the different experiences in retirement adjustment quality. Integrating social identity, self-categorization, identity negotiation, and interpersonal perspectives, we develop a theoretical model with 12 propositions highlighting the dynamic changes in identity incongruence across time and the possible co-existence of the work-related identity and the retiree-identity. We also discuss the potential boundary conditions of the model, outline directions for future research, and suggest practical implications at the individual and organizational levels.
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.
Do we act as old as we feel? An examination of subjective age and job crafting behaviour of late career employees
Nagy, N., Johnston, C. S., & Hirschi, A. (2019). Do we act as old as we feel? An examination of subjective age and job crafting behaviour of late career employees. European Journal of Work and Organizational Psychology, 28(3), 373-383. https://doi.org/10.1080/1359432X.2019.1584183
Ageing research calls for a focus on the mechanisms that can explain effects of ageing beyond the purely chronologic marker of age. To address this issue, the present study focuses on subjective age as a holistic construct that is related to various developmental and motivational processes and allows deeper insights into the interindividual variability of the ageing experience in older workers. Specifically, the current study examines on a sample of N = 485 late career employees (mean age 54 years),if subjective age is related to job crafting behaviours of older workers and whether job crafting is related to higher levels of work meaningfulness in late career. Results indicate that subjective age is significantly negatively related to job crafting behaviour over and above the effect of chronological age, self-rated health and workplace autonomy. Job crafting, in turn, significantly predicted work meaningfulness, above the effect of workplace autonomy. In sum, our study provides evidence for the utility of psychological representations of ageing to understand job crafting at work for an increasingly important segment of the working population.
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.
Karriere-Ressourcen messen: Validierung der deutschsprachigen Version des Karriere-Ressourcen Fragebogens Assessing Career Resources: Validation of the German-Language Career Resources Questionnaire
Hirschi, A., Hänggli, M., Nagy, N., Baumeler, F., Johnston, C., & Spurk, D. (2019). Karriere-Ressourcen messen. Diagnostica. doi:10.1026/0012-1924/a000219
Die existierende Literatur schlägt eine Vielzahl von potentiellen Prädiktoren für Karriereerfolg vor, welche in ihrer Menge kaum auf eine ökonomische Art erhoben werden können. Um diesen Umstand anzugehen, haben Hirschi, Nagy, Baumeler, Johnston und Spurk (2018) den Karriere-Ressourcen Fragebogen (CRQ; Career Resources Questionnaire) entwickelt und in einer englischsprachigen Version validiert. Basierend auf einer Integration von theoretischer und metaanalytischer Forschung misst der Fragebogen 13 distinkte Faktoren, welche 4 übergeordnete Dimensionen repräsentieren: Wissen und Kompetenzen, Motivation, Umfeldund Aktivitätenbezüglich Karriere. In der vorliegenden Studie wird eine Validierung der deutschsprachigen Version mittels N= 1 666 Personen (Studierende und Berufstätige) vorgenommen. Die Ergebnisse bestätigen die Reliabilität sowie die Faktorstruktur des Fragebogens. Mittels Relative-Weight-Analysen konnte zudem die Wichtigkeit von verschiedenen Faktoren für unterschiedliche Arten von Karriereerfolg gezeigt werden. Das Messinstrument bietet Forschenden und Praktizierenden eine ökonomische, reliable und valide Möglichkeit, um Schlüsselfaktoren für Karriereerfolg zu erfassen.
The existing literature proposes a large numer of potential predictors of career success which makes it difficult to measure such facilitative factors in a economic way. In order to address this challenge, Hirschi, Nagy, Baumeler, Johnston, and Spurk (2018) have developed and evaulated the Career Resources Questionnaire (CRQ). The CRQ measures 13 factors, represented in 4 higher-level dimensions: Knowledge and Skills, Motivation, Environment, and Activities. In this paper, we aim to validate the German version of the CRQ among N = 1 666 employees and students. The results support the reliability and factor structure and support concurrent and criterion validity regarding similar measures and different indicators of objective and subjective career success. Moreover, relative-weight analyses show that different factors are differently related to various types of career success. We conclude that the German-language CRQ provides an economic, reliable, and efficient tool to assess key predictors of career success.
