Technological self-efficacy and occupational mobility intentions in the face of technological advancement: a moderated mediation model

Medici, G., Grote, G., Igic, I., & Hirschi, A. (2023). Technological self-efficacy and occupational mobility intentions in the face of technological advancement: a moderated mediation model. European Journal of Work and Organizational Psychology, 32(4), 538-548.

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Abstract

While research on the effects of technological advancement on job design has gained traction, we know little about how personal and contextual factors relate to work attitudes and mobility intentions in relation to technology-induced change in different occupational domains. Based on social cognitive career theory, we investigated the influence of technological self-efficacy beliefs (TSE) on occupational commitment and occupational mobility intentions and included automation potential and developmental support as contextual moderators. Based on a survey study with 512 employees and two data points, we found that TSE was negatively related to occupational mobility intentions, both directly and through the mediating role of occupational commitment. The relation between occupational commitment and mobility intention was stronger for individuals receiving more developmental support. Contrary to our hypotheses, the relation between TSE and mobility intention was stronger in occupations with low and medium automation potential. Our findings provide first evidence for the relevance of TSE for occupational mobility intentions and the impact of automation potential and perceived developmental support on this relationship. We discuss the relevance of our findings for better understanding potential effects of technological advancement on occupational mobility and provide practical implications for enabling employees to deal with changing work environments.

Keywords: technological self-efficacy; automation potential; developmental support; social cognitive career theory; occupational mobility

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Zwingt Automatisierung zum Berufswechsel?

Medici, G., Tschopp, C., Grote, G., Igic, I., Hirschi, A. (2020). Zwingt Automatisierung zum Berufswechsel? Die Volkswirtschaft, 10, 40-42.  

Je höher der Anteil automatisierbarer Tätigkeiten, desto weniger Personen arbeiten zehn Jahre nach dem Lehrabschluss noch im selben Beruf. Das zeigt eine neue Studie zur beruflichen Mobilität von jungen Erwachsenen. 

Abstract 

Der technologische, wirtschaftliche und soziale Wandel verlangt nach gut ausgebildeten Personen, die sich im Verlauf ihrer Karriere weiterentwickeln und sich den Gegebenheiten anpassen können. Für die Schweiz und ihr etabliertes Modell der Berufsbildung stellt sich nun die Frage, ob die berufliche Grundbildung für stabile Kar- riereverläufe sorgt. Forschende der ETH Zürich und der Universität Bern haben die be- rufliche Mobilität nach absolvierter Lehre analysiert und den Einfluss technologischer Entwicklungen berücksichtigt. Die Ergebnisse zeigen deutliche Unterschiede zwischen den Berufen, sowohl in der Mobilität wie auch im Substituierbarkeitspotenzial. Es fand sich zudem ein Zusammenhang zwischen Substituierbarkeitspotenzial und beruflicher Mobilität.

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Grass roots of occupational change: Understanding mobility in vocational careers

Medici G., Tschopp, C., Grote, G., & Hirschi, A. (2020). Grass roots of occupational change: Understanding mobility in vocational careers. Journal of Vocational Behavior, 122, 103480. https://doi.org/10.1016/j.jvb.2020.103480

Abstract

Most prior research on career mobility has focused on people changing jobs and organizations. We know little about processes involved in individuals changing occupations, although these changes cause high individual, organizational, and public costs. Moreover, occupations are in- creasingly acknowledged as important anchors in times of more boundaryless careers. The current study investigates the impact of early satisfaction with the trained occupation (VET satisfaction) on occupational change by analyzing 10-year longitudinal panel data gathered in Switzerland (N = 905). Results from regression analyses showed that VET satisfaction predicted occupational change up to ten years after graduation. VET satisfaction in turn was affected by work characteristics experienced during VET, and VET satisfaction mediated the relationship between work characteristics during VET and occupational change. Using a subsample (N = 464) for which data were available on jobs taken up after graduation, we showed that VET satisfaction explained occupational change over and above work satisfaction in jobs held after graduation, highlighting the formative role of early experience during VET. Our findings inform both theory and practice. To fully comprehend occupational change, established turnover models also need to reflect on early formative vocational experiences. Firms should pay attention to favorable work characteristics already during VET and adjust adverse conditions to reduce undesired occupational mobility.

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