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

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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

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A new perspective on workaholism: The role of personal and contextual career-related antecedents

Spurk, D., Hirschi, A., & Kauffeld, S. (in press). A new perspective on workaholism: The role of personal and contextual career-related antecedents. Journal of Career Assessment, 24(2), 747-764. doi: 10.1177/106907271561612751

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Abstract

The aim of the present study was to present and test a model assuming that career-related variables might function as antecedents of workaholism—the tendency to work compulsively and excessively. More specifically, based on conservation of resource theory and social identity theory, the study tested whether personal (i.e., career insecurity, extrinsic career goals, and career commitment) and contextual variables (i.e., career barriers and perceived organizational support) are related to workaholism. We tested our assumptions by means of stepwise hierarchical regression analyses within a large sample of N = 685 scientists working in different occupational fields (e.g., social science, arts and humanities, economics, and science, technology, engineering, mathematics) in German research institutes and universities. The results showed that career insecurity, career barriers, career commitment, and extrinsic career goals were positively associated, and perceived organizational support was negatively associated, with workaholism. Furthermore, the set of analyzed career variables showed incremental validity and explained a significant portion of variance in workaholism beyond control variables (i.e., gender, age, work hours, and occupational field) and personality (i.e., extroversion, conscientiousness, and neuroticism).

Self-directed career attitude as predictor of career and life satisfaction in Chinese employees: Calling as mediator and job insecurity as moderator

Zhang, C., Hirschi, A., Herrmann, A., Wei, J., & Zhang, J. (2015). Self-directed career attitude as predictor of career and life satisfaction in Chinese employees: Calling as mediator and job insecurity as moderator. Career Development International, 20(7), 703-716.

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Abstract

Purpose – The purpose of this paper is to test if the effects of a self-directed career attitude on career and life satisfaction are mediated by a person’s sense of calling and moderated by job insecurity in a sample of Chinese employees.

Design/methodology/approach – Among a sample of Chinese employees (n = 263), in this paper, a moderated mediation analysis with bootstrapping was applied to test the hypotheses.

Findings – The results showed that calling mediates the effects of a self-directed career attitude on career satisfaction and life satisfaction. Job insecurity moderated the effect on life satisfaction but not on career satisfaction. The effect on life satisfaction were stronger under higher levels of job insecurity.

Research limitations/implications – These results suggest that a self-directed career attitude may help people develop a calling, which in turn relates to increased subjective career success and well-being. In addition, the notion of a calling may be especially important for well-being in unstable job circumstances.

Originality/value – This study is the first to explore a calling and a self-directed career attitude in a sample of Chinese employees. Corresponding to contemporary China’s rapidly changing context of economy and career development, a self-directed career orientation plays an important role in Chinese employees’ calling and subjective career success.

Keywords: Calling, Job insecurity, Life satisfaction, Self-directed career attitude, Subjective career success

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