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

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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

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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

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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

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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

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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

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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. doi: 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

Deutschsprachige Zusammenfassung des Beratungsmodells

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

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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.

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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

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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.

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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. doi:10.1016/j.jvb.2019.03.002

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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.

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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. doi:10.1080/1359432x.2019.1584183

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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.

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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

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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. 

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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

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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.

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Achieving work-family balance: An action regulation model

Hirschi, A., Shockley, K. M., & Zacher, H. (2019). Achieving work-family balance: An action regulation model. Academy of Management Review, 44(1), 150-171. doi:10.5465/amr.2016.0409

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Abstract

Work and family are highly intertwined for many individuals. Despite this, individual-level strategies for achieving effectiveness and satisfaction across work and family roles have not received sufficient attention. We address this issue by conceptualizing work-family balance from an action regulation perspective as the successful joint pursuit of work and family goals. Building on insights from the work-family literature, action regulation theory, and multiple goals research, we propose a theoretical model that explains how people can jointly attain work and family goals by using four action strategies (i.e., allocating resources, changing resources and barriers, sequencing goals, and revising goals). We address the conditions under which each strategy is used, depending on the malleability of resources and barriers for goal attainment, time to deadline of goals, as well as feedback and monitoring of progress across work and family goals. Our model offers new insights and research implications regarding work-family balance and helps develop practical interventions that result in improved management of the work-family interface.

Keywords: action regulation; multiple goals; work-family balance 

Living one's calling: Job resources as a link between having and living a calling

Hirschi, A., Keller, A. & Spurk D. (2018). Living one’s calling: Job resources as a link between having and living a calling. Journal of Vocational Behavior, 106, 1-10. doi: 10.1016/j.jvb.2017.12.001

Abstract

Recent research on calling has pointed to the important distinction between having and living a calling in order to explain the positive effects of callings on well-being. However, how the link between having a calling and living a calling might be explained has only been partially addressed. In the present study, we focused on the neglected role of workplace characteristics as key factors in this regard. In a sample of 232 working adults in Germany, we established that presence of calling and living a calling were significantly related to job resources in terms of decision-making autonomy, task significance, and social support at work. Moreover, presence of calling and living a calling positively related to level of education, leadership position, and salary. Testing indirect effects with bootstrapping analyses, we found that job resources, specifically decision-making autonomy and task significance, partially mediated the relation of presence of calling with living a calling, while controlling for educational level and leadership position. The results support the idea that living a calling is not just about finding work that fits one’s calling. People who have a calling are also more likely to live their calling by working in jobs with more job resources.

Keywords: Presence of calling; living a calling; work characteristics; job resources

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The perceived influence of role models and early career development in native and migrant youth

Valero, D., Keller, A. C., & Hirschi, A. (2019). The Perceived Influence of Role Models and Early Career Development in Native and Migrant Youth. Journal of Career Development, 46(3), 265-279. doi:10.1177/0894845318763905

Abstract

Role models provide youth with valuable information on how to pursue their career goals. However, whether the presence of role models is related to career development beyond social support has not been sufficiently addressed. We investigated how perceived role model influence and social support were related to goal engagement among 191 students and to work engagement among 500 apprentices, and whether these effects were mediated by occupational self-efficacy. We further examined differences between native and migrant youth. Data were analyzed using multi-group structural equation modeling. Our results suggested that engagement was related to role model influence beyond its relationship with social support among students and apprentices. However, this relationship was not found for migrant students. There were no significant indirect effects of role model influence on engagement via self-efficacy among students and apprentices. Our results suggest that role models should be acknowledged as a distinct facilitator of adolescents’ work-related engagement.

Keywords: role models, engagement, social support, migrant youth

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A psychological description of the Swiss labor market from 1991 to 2014: Occupational interest types, gender, salary, and skill level

Ghetta, A., Hirschi, A., Herrmann, A., & Rossier, J. (2018). A Psychological Description of the Swiss Labor Market from 1991 to 2014: Occupational Interest Types, Gender, Salary, and Skill Level. Swiss Journal of Psychology, 77, 83-94. doi:10.1024/1421-0185/a000206

Abstract

This study aimed at conducting a representative analysis of the Swiss labor market from 1991 to 2014 by applying Holland’s (1997) classification of occupations according to six vocational interest types: realistic, investigative, artistic, social, enterprising, and conventional (RIASEC). Results based on data of the Swiss Labor Force Survey showed that realistic occupations consistently represented the largest share of jobs over this period, albeit with a declining tendency. Increased numbers of people were employed in social and enterprising types of work. The lowest numbers were found in artistic and investigative occupations. Gender segregation along the six RIASEC occupational types could be found on the Swiss labor market as well, with most men working in realistic, and most women in social, occupations. Further, we observed large salary differences between the six occupational types, even when controlling for required skill level. In line with findings concerning gender pay inequalities, men earned more than women in each RIASEC occupational type in each year. We moreover found that RIASEC occupations differed meaningfully with regard to skill level, and that required skill level increased across all RIASEC occupations over the examined 23-year period.

Keywords: Swiss labor market, occupational interest types, RIASEC, gender, salary, skill level

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Work values underlying protean and boundaryless career orientations

Abessolo, M., Hirschi, A., & Rossier J. (2017). Work values underlying protean and boundaryless career orientations. Career Development International, 22(3), 241-259. doi: 10.1108/CDI-10-2016-0167

Abstract

Purpose – This study aimed to investigate the relation among work values and protean and boundaryless career orientations.

Design/methodology/approach – A sample of 238 employees aged 16 to 65 years from the French-speaking region of Switzerland completed two different work values scales as well as protean and boundaryless career attitudes scales. To assess the relationships among these constructs, correlations, multiple regression, and exploratory factorial analysis techniques were used.

Findings – Results suggested that protean and boundaryless career orientations were significantly positively related to intrinsic, social, and status work values. A boundaryless- organizational mobility orientation was significantly negatively associated with extrinsic/material work values.

Research limitations/implications – Results have important implications for understanding which work values are typically endorsed by people with a protean or a boundaryless career orientation.

Originality/value – The present study contributes to the understanding of protean and boundaryless careers by clarifying the relationships among these career orientations and work values.

Keywords: Work values, Protean careers, Boundaryless careers, Career orientations, Employees

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The Fourth Industrial Revolution: Issues and Implications for Career Research and Practice

Hirschi, A. (2018). The Fourth Industrial Revolution: Issues and Implications for Career Research and Practice. Career Development Quarterly, 66, 192-204. doi:10.1002/cdq.12142

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Abstract

The accelerating digitization and automation of work, known as the fourth industrial revolution, will have an enormous impact on individuals’ career experiences. Yet the academic literature in vocational psychology and careers research has been remarkably silent on this trend so far. This paper summarizes some of the most important issues of the fourth industrial revolution a they pertain to career development. It then critically reviews how current models and frameworks of career development are suitable for addressing these emerging issues. Opportunities for future career development research and practice are outlined.

Basic values, career orientations, and career anchors: Empirical investigation of relationships.

Abessolo, M., Rossier, J., & Hirschi. A. (2017). Basic values, career orientations, and career anchors: Empirical investigation of relationships. Frontiers in Psychology, 8(1556). doi: 10.3389/fpsyg.2017.01556.

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Abstract

In today’s dynamic and uncertain career context, values play an important role for career choice and lifelong career self-management. Values are desirable goals that are sought by individuals to satisfy their needs and are important for understanding career orientations in terms of protean and boundaryless career orientations and career anchors. However, how career orientations or career anchors fit into a well-established and supported model and into the structure of basic human values remains an important and under-investigated question. The aim of this study was to use Schwartz’s model of structural values to empirically explore the relationships and structural correspondences among basic values, career orientations, and career anchors. A heterogeneous sample of 238 employees from French-speaking Switzerland (Mage = 35.60, SD = 13.03) completed the Portrait Values Questionnaire (PVQ5X), the Protean and Boundaryless Career Attitudes Scales (PCAS, BCAS), and the Career Orientation Inventory (COI) via an anonymous and confidential survey questionnaire. The results showed that it was possible to meaningfully position both career orientations and career anchors in Schwartz’s values structure. The protean and boundaryless career orientations were positively related to Schwartz’s basic values that emphasized openness to change and career anchors and meaningfully followed the motivational continuum of these basic values. Overall, the overlap among the basic values, career orientations, and career anchors appeared relatively important, suggesting that these basic values, orientations and anchors should be considered simultaneously to understand and address the factors and processes underlying individuals’ career choices and paths.

Assessing Key Predictors of Career Success: Development and Validation of the Career Resources Questionnaire

Hirschi, A., Nagy, N., Baumeler, F., Johnston, C., & Spurk, D. (in press). Assessing Key Predictors of Career Success: Development and Validation of the Career Resources Questionnaire. Journal of Career Assessment.

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Abstract

Identifying predictors of career success is one of the most considered topics in career research and practice. However, the existing literature suggests a vast array of potential predictors that cannot be economically measured. This significantly limits research and practice. To address this issue, we have integrated theoretical and meta-analytic research to propose an integrative framework of career resources, including human capital, environmental, motivational, and career management behavior resources represented by 13 distinct factors. In a multi-step process, we have developed the Career Resources Questionnaire (CRQ) to assess these factors in workers and college students. In two studies encompassing 873 workers and 691 students, we have confirmed reliability and factor structure, convergent validity with existing scales, and criterion validity with indicators of subjective and objective career success. The developed measure can provide researchers and practitioners with a reliable, concise, and comprehensive measure to assess key predictors of career success.

Protean career orientation, vocational identity, and self-efficacy: An empirical clarification of their relationship

Hirschi, A., Jaensch, V., & Herrmann, A. (2017) Protean career orientation, vocational identity, and self-efficacy: An empirical clarification of their relationship. European Journal of Work and Organizational Psychology, 26(2), 208-220.doi: 10.1080/1359432X.2016.1242481.

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Abstract

There is a large interest in how people can be more protean in their career development, exhibiting a self-directed striving for personally valued career outcomes. However, existing research on the protean career needs to better address issues of antecedents and outcomes as well as unique effects of a protean career orientation (PCO). We present two studies investigating how PCO is related to vocational identity clarity and occupational self-efficacy. Study 1 reports a one-year, three-wave cross-lagged study among 563 university students and established that PCO preceded changes in identity and self-efficacy – but not the other way around. A six-month longitudinal study of 202 employees, Study 2 showed that identity clarity and self-efficacy mediated the effects of PCO on career satisfaction and proactive career behaviors. PCO only possessed incremental predictive validity regarding proactive career behaviors. However, we could not confirm specific direct or mediated effects of PCO on job satisfaction. These results imply that PCO is closely related to vocational identity clarity and self-efficacy because it enhances these career attitudes. Moreover, identity and self-efficacy mediate some but not all of the effects of PCO on important career outcomes.

Keywords: protean career orientation; vocational identity; occupational self-efficacy; job satisfaction; career satisfaction; proactive career behaviors

All in the name of work? Nonwork orientations as predictors of salary, career satisfaction, and life satisfaction

Hirschi, A., Herrmann, A., Nagy, N., & Spurk, D. (2016). All in the name of work? Nonwork orientations as predictors of salary, career satisfaction, and life satisfaction. Journal of Vocational Behavior, 95–96, 45-57, doi:10.1016/j.jvb.2016.07.006.

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Abstract

Career development increasingly demands a successful integration of work and nonwork domains. Based on work-nonwork conflict and enrichment theories, this study explored the relationship between nonwork orientations (i.e., family, personal life, and community) and both objective (i.e., salary) and subjective (i.e., career satisfaction) career success and life satisfaction over a period of six months among a sample of 548 employees from Germany. The results generally support the enrichment perspective. Family orientation showed a positive relationship with career satisfaction. All three nonwork orientations, especially family orientation, were positively related to life satisfaction. We also explored gender and age effects but found no differences in nonwork orientations between young employees aged 25–34 years and older workers aged 50–59 years. Men showed lower levels of personal life orientation than women, but no differences in family or community orientation based on gender were found. We also did not observe gender x age interaction effects. We discuss the study's implications for a whole-life perspective on career development, career success, and well-being.