This four-wave longitudinal study investigates the dynamic relations between protean career orientation, engagement in career self-management behaviors, and subjective career success over time.
Grounded in career construction theory, we conducted a study with an experimental vignette methodology to ascertain whether career adaptability moderates the influence of different types of career transitions on ratings of hypothetical employees adapting effectiveness.
I provide ten recommendations, which serve as a means toward increasing the credibility of careers science and vocational behavior research. These ten recommendations reflect features of the research process which, if adopted universally, would bolster the credibility of careers science. The aim of this work is to offer guidance for moving the next 50 years of vocational behavior research forward in a way that inspires greater confidence in what our science offers, both theoretically and practically, to careers researchers and practitioners, and to the impact that this field has on society as a whole.
Relationships between psychological contract breach and employee well-being and career- related behavior cannot sufficiently be explained by social exchange and reciprocity theories, yet the alternative mechanisms underlying these associations are currently not well understood. Based on the psychological contract perspective on careers, the goal of this study was to examine indirect effects of psychological contract breach on emotional engagement, emotional exhaustion, and career-related behavior through two dimensions of occupational future time perspective (i.e., focus on opportunities, focus on limitations).
Job crafting involves employees actively changing the cognitive, task, and/or relational boundaries of their jobs (Wrzesniewski & Dutton, 2001). Another definition of job crafting, based on the job demands-resources model, suggests that employees craft their jobs by increasing social job resources, increasing structural job resources, increasing challenging job demands, and decreasing hindering job demands (Tims & Bakker, 2010).
Career commitment refers to individuals' dedication to their career, profession, or occupation, and has been studied for nearly four decades.