The future work self and calling: The mediational role of life meaning

Zhang, C., Hirschi, A., Herrmann, A., Wei, J., & Zhang, J. (in press). The future work self and calling: The mediational role of life meaning. Journal of Happiness Studies, 1-15, doi:10.1007/s10902-016-9760-y

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Abstract

Research on calling prevailingly focuses on the positive effects on well-being and career development. However, explorations of the predictors and emergence of callings are sparse. We tested a model in which clarity about the future work self promotes one’s sense of calling through increased life meaning. We sampled 473 Chinese college students with a three-wave panel design over 1 year. Using time-lagged analysis, we found that the future work self at T1 significantly predicted increased life meaning at T2, which, in turn, significantly predicted increased calling at T3. This indirect effect was significant and supported the hypothesized longitudinal mediation model. The reverse effects of one’s calling as a predictor of self-clarity about one’s future work life or life meaning were not confirmed. Our findings suggest that among Chinese college students, self-clarity about one’s future work life and understanding one’s life meaning are two important steps in the development of one’s calling.

Latent profiles of work motivation in adolescents in relation to work expectations, goal engagement, and changes in work experiences

Valero, D. & Hirschi, A. (2016). Latent profiles of work motivation in adolescents in relation to work expectations, goal engagement, and changes in work experiences. Journal of Vocational Behavior, 93, 67-80, doi:10.1016/j.jvb.2016.01.003.

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Abstract

Motivation plays a key role in successful entry into working life. Based on a cross-sectional and a one-year longitudinal study, we used a person-centered approach to explore work-related motivation (i.e., autonomous goals, positive affect, and occupational self-efficacy) among 577 students in 8th grade (Study 1) and 949 adolescents in vocational training (Study 2). Based on latent profile analysis, in both studies we identified four groups that were characterized by different levels of overall motivation and one group characterized by low positive affect and mean levels in autonomous goals and self-efficacy. Profiles characterized by high levels of motivation showed the highest levels of positive work expectations and goal engagement and the lowest levels of negative work expectations in Study 1 and the highest levels of person-job fit, work engagement, and job satisfaction in Study 2. Moreover, latent difference score analysis showed that motivational profiles predicted changes in person-job fit and work engagement across one year but not in job satisfaction. The results imply that career counselors should be aware of characteristic motivational patterns of clients that may require specific counseling approaches.

Competitive climate and workaholism: Negative sides of future orientation and calling

Keller, A., Spurk, D., Baumeler, F., & Hirschi, A. (2016). Competitive climate and workaholism: Negative sides of future orientation and calling. Personality and Individual Differences, 96, 122-126, doi: 10.1016/j.paid.2016.02.061

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Abstract

The perception of a competitive climate at work creates stress, uncertainty, and a desire to outperform colleagues. In this study, we investigated whether a competitive climate is associated with increased workaholism. Furthermore, we assumed that especially employees with a future orientation and a presence of a calling will show more workaholic behavior when a competitive climate is present. Hierarchical regression analyses among 812 employees in Germany confirmed our hypotheses: Competitive climate was positively related with workaholism and was stronger related to workaholism under conditions of high future orientation and high calling. These findings suggest that contextual factors at work and individual factors interact to form workaholism. Our results may be explained by the experience of more uncertainty in competitive work climates for individuals with high future orientation and the presence of a calling. Consequently, these employees may invest more physical and cognitive efforts into their work to cope with the competition.

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).

Between- and within-person level motivational precursors associated with career exploration

Lee, B., Porfeli, E. J., & Hirschi, A. (2016). Between- and within-person level motivational precursors associated with career exploration. Journal of Vocational Behavior, 92, 125-134, doi: 10.1016/j.jvb.2015.11.009

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Abstract

Career exploration is a critical process for child and adolescent development leading people toward suitable work and developing a vocational identity. The present study examined the role of motivational precursors, namely work valences and personal agency beliefs, in explaining in-breadth and in-depth career exploration. Given the dynamic nature of motivation, we teased apart the between-person differences and within-person variabilities in motivational precursors to examine how they are independently associated with career exploration. Two hundred one high school students comprised the sample and were surveyed three consecutive years. Results revealed that work valences and agency beliefs were associated with career exploration at both the between- and within-person level. Further, when individuals exhibited greater level of agency beliefs and positive valences, they were more likely to exhibit more in-depth exploration one year later. Implications for career guidance are discussed.

The role of mattering as an overlooked key challenge in retirement planning and adjustment

Froidevaux, A., Hirschi, A. & Wang, M. (2016). The role of mattering as an overlooked key challenge in retirement planning and adjustment. Journal of Vocational Behavior 94, 57-69, doi: 10.1016/j.jvb.2016.02.016.50

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Abstract

In an aging society, making a successful transition from work to retirement and achieving good quality of retirement adjustment become major concerns for individuals, organizations, and governments. This paper focuses on the particular role of mattering (i.e., individuals' perceptions that they make a difference in the world) as a critical self-concept dimension that may mediate the impact of social interactions on retirement process at two distinct phases. We conducted two studies using time lagged design (with one-year time interval) among older workers 55 years or older (N = 161; Study 1) and retirees (N = 186; Study 2). Study 1 found that mattering mediated the effects of social support at work on life satisfaction but not retirement planning. Study 2 found that mattering mediated the effects of general social support on positive affect but not life satisfaction. Contrary to our expectation, mattering also did not mediate effects of caregiving activities. Overall, our results suggest that mattering represents a critical mechanism that explains some of the positive associations between social support and retirement adjustment quality.

Do bad guys get ahead or fall behind? Relationships of the dark triad of personality with objective and subjective career success

Spurk, D., Keller, A., Hirschi, A. (2016). Do bad guys get ahead or fall behind? Relationships of the dark triad of personality with objective and subjective career success. Social Psychological and Personality Science (2), 113-121, doi: 10.1177/1948550615609735. 

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Abstract

This study analyzed incremental effects of single Dark Triad traits (i.e., narcissism, psychopathy, and Machiavellianism) on objective (i.e., salary and leadership position) and subjective (i.e., career satisfaction) career success. We analyzed 793 early career employees representative of age and education from the private industry sector in Germany. Results from multiple and logistic regressions revealed bright and dark sides of the Dark Triad, depending on the specific Dark Triad trait analyzed. After controlling for other relevant variables (i.e., gender, age, job tenure, organization size, education, and work hours), narcissism was positively related to salary, Machiavellianism was positively related to leadership position and career satisfaction, and psychopathy was negatively related to all analyzed outcomes. These results provide evidence that the Dark Triad plays a role in explaining important career outcomes. Implications for personality and career research are derived.

Persistent career indecision over time: Links with personality, barriers, self-efficacy, and life satisfaction

Jaensch, V. K., Hirschi, A., & Freund, P. A. (2015). Persistent career indecision over time: Links with personality, barriers, self-efficacy, and life satisfaction. Journal of Vocational Behavior,  91, 122-133, doi: 10.1016/j.jvb.2015.09.010

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The relationships of vocational interest congruence, differentiation, and elevation to career preparedness among university students

Jaensch, V. K., Hirschi, A., & Spurk, D. (2016). Relationships of Vocational Interest Congruence, Differentiation, and Elevation to Career Preparedness Among University Students. Zeitschrift Fur Arbeits-Und Organisationspsychologie, 60(2), 79-89, doi: 10.1026/0932-4089/a000210.

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Chance events and career decidedness: Latent profiles in relation to work motivation

Hirschi, A., & Valero, D. (2017). Chance events and career decidedness: Latent profiles in relation to work motivation. Career Development Quarterly. 65(1).  

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Abstract

Research has shown that chance events affect careers but has not established the nature of their effects. Moreover, the relationship between chance and career decidedness is not well understood. The present study used a person-centered approach with latent profile analysis to examine 312 Swiss adolescents in their first year of vocational training. We identified five qualitatively differing profiles according to levels of perceived chance events and career decidedness: balanced scorers, undecided with mean chance, undecided with high chance, decided with chance, and decided without chance. The groups differed significantly in work motivation (i.e., occupational self-efficacy beliefs, perceived person-job fit, and work engagement). Decided adolescents reported more favorable work motivation regardless of their level of perceived chance events. The results imply that promoting decidedness remains a valuable goal in career counseling despite the occurrence of unpredicted events.

Keywords: chance events; work motivation; career decidedness; adolescents

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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Hope in adolescent careers: Mediating effects of work motivation on career outcomes in Swiss apprentices

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Valero, D., Hirschi, A. & Strauss, K. (2015). Hope in adolescent careers: Mediating effects of work motivation on career outcomes in Swiss apprentices. Journal of Career Development, 42(5), 381-395. doi:10.1177/0894845314566866

Assessing calling in Chinese college students: Development of a measure and its relation to hope

Zhang, C., Herrmann, A., Hirschi, A., Wei, J., & Zhang, J. (2015). Assessing Calling in Chinese College Students: Development of a Measure and Its Relation to Hope. Journal of Career Assessment, 23(4), 582-596, doi: 10.1177/1069072715595804.

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Career adaptability profiles and their relationship to adaptivity and adapting

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Hirschi, A., & Valero, D. (2015). Career adaptability profiles and their relationship to adaptivity and adapting. Journal of Vocational Behavior, 88,220-229, doi:10.1016/j.jvb.2015.03.010

The protean career orientation as predictor of career outcomes: Evaluation of incremental validity and mediation effects

Herrmann, A., Hirschi, A., & Baruch, Y. (2015). The protean career orientation as predictor of career outcomes: Evaluation of incremental validity and mediation effects. Journal of Vocational Behavior, 88,205-214, doi:10.1016/j.jvb.2015.03.008

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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

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Career adaptivity, adaptability, and adapting: A conceptual and empirical investigation

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Hirschi, A., Herrmann, A., & Keller, A. (2015). Career adaptivity, adaptability, and adapting: A conceptual and empirical investigation. Journal of Vocational Behavior, 87, 1-10. doi:10.1016/j.jvb.2014.11.008

Hope as a resource for career exploration: Examining incremental and cross-lagged effects

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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

Hope as a resource for self-directed career management: Investigating mediating effects on proactive career behaviors, life and job satisfaction

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Hirschi, A. (2014). Hope as a resource for self-directed career management: Investigating mediating effects on proactive career behaviors, life and job satisfaction. Journal of Happiness Studies, 15(6), 1495-1512. doi:10.1007/s10902-013-9488-x

The Career Engagement Scale: Development and validation of a measure of proactive career behaviors

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Hirschi, A., Freund, P. A., & Herrmann, A. (2014). The Career Engagement Scale: Development and validation of a measure of proactive career behaviors. Journal of Career Assessment, 22(4), 575-594. doi:10.1177/1069072713514813