Birds of a feather flock together: How congruence between worker and occupational personality relates to job satisfaction over time

Ghetta, A., Hirschi, A., Wang, M., Rossier, J., & Herrmann, A. (2020). Birds of a feather flock together: How congruence between worker and occupational personality relates to job satisfaction over time. Journal of Vocational Behavior, 119, 103412. https://doi.org/10.1016/j.jvb.2020.103412

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Abstract

Person–environment fit (P–E fit) and job satisfaction are key constructs in vocational and organizational research. Research established that they are positively related, but little is known about how they relate over time. We analyzed P–E fit as the congruence between the Big Five personality traits of a worker and of all job incumbents in the same occupation, and how this congruence relates to job satisfaction over time. Analyses were based on 7,049 participants from the German Socio-Economic Panel from 2005, 2009, and 2013. We used latent change score modeling to assess changes in congruence and job satisfaction over eight years, and further created 3D response surface plots based on polynomial regression to investigate nonlinear relations between each Big Five trait and job satisfaction. Change in P–E fit was not related to simultaneous change in job satisfaction and did not predict subsequent change in job satisfaction. The surface analyses indicated that a worker’s and an occupation’s personality are primarily independently relevant for the level of job satisfaction and that effects differ for different personality traits.

Keywords

person–environment fit, personality, job satisfaction, latent change score model, response surface analysis

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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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Career adaptability and career success in the context of a broader career resources framework.

Haenggli, M. & Hirschi, A. (2020). Career adaptability and career success in the context of a broader career resources framework. Journal of Vocational Behavior, 119, 103414. https://doi.org/https://doi.org/10.1016/j.jvb.2020.103414

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Abstract

Increasing dynamics of careers make the development and application of different career resources important for successful career development. The study aimed to understand how different career resources are related to each other and different forms of career success. Examining 574 employees with 3-waves of 1-month time lags, we assessed relations between key resources (i.e., self-esteem and optimism), career adaptability resources (i.e., concern, control, curiosity, confidence), and knowledge/skills, motivational, and environmental career resources and their predictive utility for different forms of subjective and objective career success (i.e., salary). Results showed that career adaptability resources are highly related to other types of career resources, but career adaptability and other career resources each explain unique variance in different facets of career success. Using relative weight analyses, we found that especially motivational and environmental career resources are meaningfully positively related to different facets of subjective career success, whereas knowledge and skills career resources are most prominently positively related to objective career success. Under consideration of other career resources, career adaptability related negatively to salary. The findings contribute to career construction theory by situating career adaptability within a broader resource framework in relation to career success.

Keywords

Career adaptability; Career resources; Key resources; Subjective career success; Objective career success; Career construction theory

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Understanding the motivational benefits of knowledge transfer for older and younger workers in age-diverse coworker dyad

Burmeister A., Wang, M., & Hirschi, A. (2020). Understanding the motivational benefits of knowledge transfer for older and younger workers in age-diverse coworker dyads: An actor-partner interdependence model. Journal of Applied Psychology, 105(7), 748-759. https://doi.org/10.1037/apl0000466

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Abstract

The growing age diversity in organizations in most industrialized economies provides opportunities to motivate both older and younger workers by enabling them to benefit from each other through knowledge transfer. In this study, we integrate self-determination theory with socio-emotional selectivity theory to argue that the alignment between workers’ age and their roles in knowledge transfer can generate motivational benefits for them. More specifically, we argue that receiving knowledge from coworkers (i.e., actor knowledge receiving) is more closely aligned with younger workers’ goal priorities, while having coworkers receive one’s knowledge (i.e., partner knowledge receiving) is more closely aligned with older workers’ goal priorities. We expect that these motivational benefits manifest in younger and older workers’ need fulfillment at work, which can shape their subsequent intention to remain with the organization. We used an actor-partner interdependence model to test our hypotheses with time-lagged data from a sample of 173 age-diverse coworker dyads, and found support for most of our hypotheses. The age-specific motivational perspective that we adopt has implications for self-determination theory and research on knowledge transfer and mentoring.

Keywords

socio-emotional selectivity theory, self-determination theory, work motivation, employee retention, mentoring, actor-partner interdependence model

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Career adaptability and social support of vocational students leaving upper secondary school.

Hlad'o, P., Kvaskova, L., Jezek, S., Hirschi, A., & Macek, P. (2020). Career Adaptability and Social Support of Vocational Students Leaving Upper Secondary School Journal of Career Assessment, 28(3), 478-495. https://doi.org/10.1177/1069072719884299 

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Abstract

This study used a sample of 3,028 vocational upper secondary Czech students to validate the measurement model of the Career Adapt-Abilities Scale—Czech Form, assessing concern, control, curiosity, and confidence as the psychosocial resources for managing occupational transitions, developmental tasks, and work traumas. We moreover examined the associations of parental psychosocial support, parental instrumental support (action), teacher support, and peer support with the four components of career adaptability. As expected, social support provided by significant others was positively associated with career adaptability. Diverse sources of social support related differently to various career adaptability components. Career concern and confidence were asso- ciated simultaneously with parental psychosocial support, teacher support, and peer support while control was associated only with the parental and friend support and curiosity was associated with the social support from teachers and friends. Moreover, parental instrumental support did not show any significant link to career adaptability components.

Keywords

career adaptability, Career Adapt-Abilities Scale, social support, parental support, teacher support, peer support

Development and Validation of a Multidimensional Career Values Questionnaire: A Measure Integrating Work Values, Career Orientations, and Career Anchors

Abessolo, M., Hirschi, A., & Rossier, J. (2019). Development and Validation of a Multidimensional Career Values Questionnaire: A Measure Integrating Work Values, Career Orientations, and Career Anchors. Journal of Career Development. doi:10.1177/0894845319846567

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Abstract

Work values, career orientations, and career anchors are conceptually and empirically linked, and the aim of this article was to develop a new questionnaire that assesses their underlying common dimensions from a set of newly generated items. A first study, using a sample of Swiss French–speaking employees (N = 239) and exploratory factor analysis techniques, enabled the identification of eight career values: social, management, specialization, mobility, independence, salary, work–life balance, and variety. In a second study with another sample of Swiss French–speaking employees (N = 313), we confirmed this eight-factor structure and showed that these dimensions are reliable and stable over time. The measured career values were also meaningfully related to different work meanings and to job and career satisfaction. This newly created questionnaire enables an integrative assessment of career values and should be useful for researchers and practitioners to better understand and assist people in their career choices.

Empirical developments in career construction theory

Rudolph, C. W., Zacher, H., & Hirschi, A. (2019). Empirical developments in career construction theory (Editorial). Journal of Vocational Behavior, 111, 1-6. doi:10.1016/j.jvb.2018.12.003

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Abstract

Career construction theory is a grand theory of career development. The goal of this special issue on empirical developments in career construction theory was to showcase research that addresses major unanswered questions regarding this theory, including the role of context and development over time, as well as the applicability of the theory in specific samples. Furthermore, we sought advanced research that addresses the dimensionality, processes, and outcomes of career construction by adopting diverse approaches, including quantitative, qualitative, and intervention methods. In this editorial, we briefly describe key propositions of career construction theory and emphasize major questions that remain to be answered within this theoretical framework. We then briefly summarize the eight empirical studies included in the special issue and explain how they, individually and collectively, contribute to the advancement of research on career construction.

Career self-management as a key factor for career wellbeing

Wilhelm, F., & Hirschi, A. (2019). Career self-management as a key factor for career wellbeing. In I.L. Potgieter, N. Ferreira & M. Coetzee (Eds.). Theory, Research and Dynamics of Career Wellbeing (pp. 117-137). Switzerland: Springer.

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Career self-management (CSM) is an important factor for achieving career wellbeing and is becoming increasingly crucial in career environments characterized by higher volatility, uncertainty, complexity, and ambiguity. In this chapter, we provide an overview of current research on CSM, and conceptually and empirically clarify its relation to career wellbeing. First, we define CSM and delineate its dimensionality. Second, we concisely summarize the empirical research on predictors and career wellbeing related outcomes of CSM. Third, based on our literature review, we suggest how CSM can be promoted through interventions, and how organizations can create synergies between organizational and individual career management. Finally, we suggest avenues for further research addressing identified research gaps: conceptual refinement, investigating facilitators of CSM at different action stages, broadening the scope of investigated career wellbeing outcomes of CSM, conducting theory-based intervention studies to systematically promote CSM, and examining contextual influences emerging in Industry 4.0 work-life spaces.

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Ein Modell zur ganzheitlichen Laufbahnberatung

Hirschi, A. (2019). Ein Modell zur ganzheitlichen Laufbahnberatung. Panorama, 5, 20-21.

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Die Berufswahl und die Gestaltung der Laufbahn werden stark von privaten Lebensbereichen beeinflusst. Bestehende Beratungsmodelle berücksichtigen dies jedoch nur am Rande. Ein neues Modell behebt dieses Manko.

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Deutschsprachige Zusammenfassung des Beratungsmodells

Berufswahlbereitschaft bei Jugendlichen – Welche Faktoren sind für eine erfolgreiche Berufswahl wichtig?

Marciniak, J., Steiner, R. , Hirschi, A. (2019). Berufswahlbereitschaft bei Jugendlichen – Welche Faktoren sind für eine erfolgreiche Berufswahl wichtig? BWP: Berufsbildung in Wissenschaft und Praxis, 1, 6-9.

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Zur Frage, welche Faktoren für eine gelingende Berufswahl wichtig sind, sind zahlreiche wissenschaftliche Konstrukte entwickelt worden. Der Bei- trag gibt aus Sicht der Laufbahnforschung eine Übersicht über diese Kon- strukte sowie das integrative Konstrukt »Berufswahlbereitschaft«, das die Kernelemente der bisherigen Konstrukte verbindet. Zur Messung wird der Karriere-Ressourcen-Fragebogen für Jugendliche präsentiert, der es er- möglicht, alle Kernbereiche der Berufswahlbereitschaft effizient zu erfassen. Weiterhin wird erläutert, wie das vorgestellte Messinstrument in der Praxis verwendet werden kann. Abschließend werden erste Befunde aus einem größeren Forschungsprojekt in der Schweiz zur Entwicklung der Berufswahl- bereitschaft vorgestellt.

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Die Zukunft der BSLB als umfassendes Kompetenzzentrum

Hirschi, A. (2019). Die Zukunft der BSLB als umfassendes Kompetenzzentrum. Amt für Berufsbildung Zürich.

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Wer sich jünger fühlt, gestaltet die Arbeit selbstbestimmter

Nagy, N. & Hirschi, A. (2019). Wer sich jünger fühlt, gestaltet die Arbeit selbstbestimmter, Panorama, 4, 27.

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Durch eine aktive Gestaltung der eigenen Arbeit erreichen ältere Mitarbeitende eine gute Passung zwischen der Arbeit und ihren persönlichen Fähigkeiten und Bedürfnissen. Ältere Mitarbeitende, die sich noch jung fühlen, sind besonders aktiv und zufrieden.

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Die Rolle von Karriere-Ressourcen für eine lebenslange Laufbahngestaltung

Hänggli, M., Marciniak, J., Hirschi, A. (2019). Die Rolle von Karriere-Ressourcen für eine lebenslange Laufbahngestaltung. Dvb forum: Fachmagazin des Deutschen Verbandes für Bildungs- und Berufsberatung e.V., 1, 4-8.

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A Whole-Life Perspective of Sustainable Careers: The Nature and Consequences of Nonwork Orientations

Hirschi, A., Steiner, R., Burmeister, A., & Johnston, C. S. (2019). A whole-life perspective of sustainable careers: The nature and consequences of nonwork orientations. Journal of Vocational Behavior. doi:10.1016/j.jvb.2019.103319

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Abstract

Developing a sustainable career necessitates actively considering nonwork roles relative to one’s career. However, little is known about who is more or less likely to consider nonwork roles, and what consequences this entails for a sustainable career development. To address this issue, we investigated the nomological net of nonwork orientations (NWO) in two studies, with five samples (total N= 2,679). Study 1 explored the nomological net of NWO and found that among students and employees, people high in agreeableness more strongly considered the family and community role, whereas those high in extraversion and openness showed higher NWO for private life and community. Moreover, students and employees who endorsed self-transcendence work values scored higher on NWO. Study 2 examined how different combinations of NWO and work role commitment relate to work–nonwork conflict and enrichment with latent profile analysis. Across three samples including younger, age-heterogenous, and older workers, we identified five distinct profiles: average levels, work focused, personal life focused, family and personal life focused, and whole-life focused (i.e., high in NWO and work role commitment). Notably, people with a whole-life profile (between 6% and 29% of the samples) reported more work–nonwork enrichment, and a tendency for less work–nonwork conflict compared to individuals predominately focused on either work or personal life. Moreover, we found some meaningful age group differences which call for more research into lifespan dynamics in sustainable careers. Overall, the results of the studies help to better understand the meaning of NWO and how they relate to a sustainable approach to career development. 

Keywords: nonwork orientations; personality; work values; work commitment; work–nonwork interface

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Reciprocal Relation Between Authenticity and Calling among Chinese University Students: A Latent Change Score Approach

Zhang, C., Hirschi, A., Dik, B. J., Wei, J. & You, X. (2018). Reciprocal relation between authenticity and calling among Chinese university students: a latent change score approach. Journal of Vocational Behavior, 107, 222-232. doi: 10.1016/j.jvb.2018.05.005

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Abstract

It is common to hear that following one’s “true self” is an important means to find a calling, yet no study has directly examined this possibility. In this study, we investigate the change pattern between authenticity and calling. Specifically, we conducted a three-wave longitudinal study with 459 Chinese university students over one year and examined the reciprocal dynamic relationship between authenticity (i.e., authentic living, self-alienation, and accepting external influence) and calling. Results of a bivariate latent change score model examining within- individual changes over time showed that increases in authentic living were positively correlated with increases in calling, while increases in self-alienation and accepting external influence negatively correlated with increases in calling. We also found that higher levels of calling predicted less decrease in authentic living. However, higher levels of authentic living significantly predicted a decrease in calling over time. Our findings contribute to the literature on calling by suggesting a dynamic change pattern of authenticity and calling among Chinese university students.

Keywords: Calling, authenticity, authentic living, accepting external influence, latent change score model

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To Hangover or Not: Trajectories of Job Satisfaction in Adolescent Workforce Newcomers

Valero, D., & Hirschi, A. (2019). To hangover or not: Trajectories of job satisfaction in adolescent workforce newcomers. European Journal of Work and Organizational Psychology, 28(2), 150-163. doi:10.1080/1359432X.2018.1564278

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Abstract

The development of job satisfaction during the first months on the job often indicates ahoneymoon hangover, with high levels of job satisfaction gradually declining. This effect is often explained by disappointed expectations that are informed by previous job experiences. However, research has not established whether a hangover pattern could also be observed in individuals without previous work experience. We explored the development of job satisfaction with four assessment points across the first four months after starting vocational training among 357 Swiss adolescents. On average, a hangover pattern in job satisfaction was confirmed. Using person-centred growth mixture modelling, we identified two groups with distinct trajectories. Although a majority showed a hangover pattern, a third of participants showed stable, high job satisfaction. We presumed that adolescents with more contextual and personal resources (i.e., perceived social support, occupational self-efficacy, core self-evaluations, and perceived person–job fit) would be more likely to avoid a hangover pattern. Results confirmed that the two groups differed significantly in all these resources with the high stable satisfaction group showing higher resources. The results illustrate the importance of a diverse set of resources to facilitate a positive trajectory of job satisfaction at the beginning of work life.

Keywords: job satisfaction, newcomer socialization, growth mixture model, vocational training, social cognitive career theory; conservation of resources

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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