Career Characteristics and Career Resilience

E.R.R. Peeters, Marijke Verbruggen, M.C.J. Caniels

Research output: Chapter in Book/Report/Conference proceedingConference Abstract/Poster in proceedingAcademicpeer-review

Abstract

Career resilience can be defined as the willingness and ability to adapt to new situations, to overcome adverse career impacts, and to bounce back after the career change (e.g., Luthans, Vogelgesang, & Lester, 2006; Seibert, Kraimer, & Heslin, 2016; Vough & Barker Caza, 2017). Resilience is assumed to be a set of constructive behaviours, scripts of responses and an ability to cope with a setback, a transition, or adversity (1), to be a catalyst or translate this stock of behaviours and attitudes into a strategy and to reobtain equilibrium (2), and to grow through an adaptive process (3) (Britt et al., 2016; Mishra & McDonald, 2017). Resilience for employees grows from the characteristics of adversities: frequency, intensity, and duration (Britt et al., 2016), this builds into a process of resilience which results in functional adaptation of employees. Consequently, we present an empirical longitudinal study on the process of growth and development of career resilience: the impact of the career characteristics (frequency of transitions, intensity of transition, and duration of employment) on career resilience and the effect of career resilience on career self-management over time. We tested our hypotheses with a sample of 1238 employees through structural equation modelling with the Lavaan package in R (Rosseel, 2012). We found that the number of (previous) employers and the intensity of the last transition had a positive effect on career resilience, and duration of employment had a negative effect on career resilience. Career resilience had a positive effect on individual career self-management in terms of networking, practical things, and drawing attention, over time. No causal effect was found of career resilience on mobility oriented behavior, however, we found a negative effect of frequency of transitions and duration of employment and a positive effect of magnitude of change on mobility oriented behaviour. The results showed support for the positive process related to career resilience which can imply that resilience can grow as a result of career characteristics, but that long term tenure can imply a ‘locked-in’ phenomenon which hampers career resilience.
Original languageEnglish
Title of host publication13th EAOHP Conference 2018 Adapting to rapid changes in today's workplace
Subtitle of host publicationBook of Proceedings
EditorsK. Teoh, N. Saade, V. Dediu, J. Hassard, L. Torres
Place of PublicationNottingham, UK
PublisherEuropean Academy of Occupational Health Psychology
Pages263-264
Number of pages2
ISBN (Electronic)978 - 0 - 9928786 - 4 - 1
Publication statusPublished - 6 Sep 2018
EventEuropean Association of Occupational Health Psychology: Adapting to rapid changes in today’s workplace - Lisbon, Portugal
Duration: 5 Sep 20187 Sep 2018
Conference number: 13
http://www.eaohp.org
http://www.eaohp.org/publications.html (Proceedings)

Conference

ConferenceEuropean Association of Occupational Health Psychology
Abbreviated titleEAOHP
CountryPortugal
CityLisbon
Period5/09/187/09/18
Internet address

Fingerprint

networking
effect
growth and development
catalyst
modeling

Keywords

  • Careers
  • RESILIENCE
  • career adaptabilities
  • CAREER-DEVELOPMENT

Cite this

Peeters, E. R. R., Verbruggen, M., & Caniels, M. C. J. (2018). Career Characteristics and Career Resilience. In K. Teoh, N. Saade, V. Dediu, J. Hassard, & L. Torres (Eds.), 13th EAOHP Conference 2018 Adapting to rapid changes in today's workplace: Book of Proceedings (pp. 263-264). Nottingham, UK: European Academy of Occupational Health Psychology.
Peeters, E.R.R. ; Verbruggen, Marijke ; Caniels, M.C.J. / Career Characteristics and Career Resilience. 13th EAOHP Conference 2018 Adapting to rapid changes in today's workplace: Book of Proceedings. editor / K. Teoh ; N. Saade ; V. Dediu ; J. Hassard ; L. Torres. Nottingham, UK : European Academy of Occupational Health Psychology, 2018. pp. 263-264
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Peeters, ERR, Verbruggen, M & Caniels, MCJ 2018, Career Characteristics and Career Resilience. in K Teoh, N Saade, V Dediu, J Hassard & L Torres (eds), 13th EAOHP Conference 2018 Adapting to rapid changes in today's workplace: Book of Proceedings. European Academy of Occupational Health Psychology, Nottingham, UK, pp. 263-264, European Association of Occupational Health Psychology, Lisbon, Portugal, 5/09/18.

Career Characteristics and Career Resilience. / Peeters, E.R.R.; Verbruggen, Marijke; Caniels, M.C.J.

13th EAOHP Conference 2018 Adapting to rapid changes in today's workplace: Book of Proceedings. ed. / K. Teoh; N. Saade; V. Dediu; J. Hassard; L. Torres. Nottingham, UK : European Academy of Occupational Health Psychology, 2018. p. 263-264.

Research output: Chapter in Book/Report/Conference proceedingConference Abstract/Poster in proceedingAcademicpeer-review

TY - CHAP

T1 - Career Characteristics and Career Resilience

AU - Peeters, E.R.R.

AU - Verbruggen, Marijke

AU - Caniels, M.C.J.

PY - 2018/9/6

Y1 - 2018/9/6

N2 - Career resilience can be defined as the willingness and ability to adapt to new situations, to overcome adverse career impacts, and to bounce back after the career change (e.g., Luthans, Vogelgesang, & Lester, 2006; Seibert, Kraimer, & Heslin, 2016; Vough & Barker Caza, 2017). Resilience is assumed to be a set of constructive behaviours, scripts of responses and an ability to cope with a setback, a transition, or adversity (1), to be a catalyst or translate this stock of behaviours and attitudes into a strategy and to reobtain equilibrium (2), and to grow through an adaptive process (3) (Britt et al., 2016; Mishra & McDonald, 2017). Resilience for employees grows from the characteristics of adversities: frequency, intensity, and duration (Britt et al., 2016), this builds into a process of resilience which results in functional adaptation of employees. Consequently, we present an empirical longitudinal study on the process of growth and development of career resilience: the impact of the career characteristics (frequency of transitions, intensity of transition, and duration of employment) on career resilience and the effect of career resilience on career self-management over time. We tested our hypotheses with a sample of 1238 employees through structural equation modelling with the Lavaan package in R (Rosseel, 2012). We found that the number of (previous) employers and the intensity of the last transition had a positive effect on career resilience, and duration of employment had a negative effect on career resilience. Career resilience had a positive effect on individual career self-management in terms of networking, practical things, and drawing attention, over time. No causal effect was found of career resilience on mobility oriented behavior, however, we found a negative effect of frequency of transitions and duration of employment and a positive effect of magnitude of change on mobility oriented behaviour. The results showed support for the positive process related to career resilience which can imply that resilience can grow as a result of career characteristics, but that long term tenure can imply a ‘locked-in’ phenomenon which hampers career resilience.

AB - Career resilience can be defined as the willingness and ability to adapt to new situations, to overcome adverse career impacts, and to bounce back after the career change (e.g., Luthans, Vogelgesang, & Lester, 2006; Seibert, Kraimer, & Heslin, 2016; Vough & Barker Caza, 2017). Resilience is assumed to be a set of constructive behaviours, scripts of responses and an ability to cope with a setback, a transition, or adversity (1), to be a catalyst or translate this stock of behaviours and attitudes into a strategy and to reobtain equilibrium (2), and to grow through an adaptive process (3) (Britt et al., 2016; Mishra & McDonald, 2017). Resilience for employees grows from the characteristics of adversities: frequency, intensity, and duration (Britt et al., 2016), this builds into a process of resilience which results in functional adaptation of employees. Consequently, we present an empirical longitudinal study on the process of growth and development of career resilience: the impact of the career characteristics (frequency of transitions, intensity of transition, and duration of employment) on career resilience and the effect of career resilience on career self-management over time. We tested our hypotheses with a sample of 1238 employees through structural equation modelling with the Lavaan package in R (Rosseel, 2012). We found that the number of (previous) employers and the intensity of the last transition had a positive effect on career resilience, and duration of employment had a negative effect on career resilience. Career resilience had a positive effect on individual career self-management in terms of networking, practical things, and drawing attention, over time. No causal effect was found of career resilience on mobility oriented behavior, however, we found a negative effect of frequency of transitions and duration of employment and a positive effect of magnitude of change on mobility oriented behaviour. The results showed support for the positive process related to career resilience which can imply that resilience can grow as a result of career characteristics, but that long term tenure can imply a ‘locked-in’ phenomenon which hampers career resilience.

KW - Careers

KW - RESILIENCE

KW - career adaptabilities

KW - CAREER-DEVELOPMENT

M3 - Conference Abstract/Poster in proceeding

SP - 263

EP - 264

BT - 13th EAOHP Conference 2018 Adapting to rapid changes in today's workplace

A2 - Teoh, K.

A2 - Saade, N.

A2 - Dediu, V.

A2 - Hassard, J.

A2 - Torres, L.

PB - European Academy of Occupational Health Psychology

CY - Nottingham, UK

ER -

Peeters ERR, Verbruggen M, Caniels MCJ. Career Characteristics and Career Resilience. In Teoh K, Saade N, Dediu V, Hassard J, Torres L, editors, 13th EAOHP Conference 2018 Adapting to rapid changes in today's workplace: Book of Proceedings. Nottingham, UK: European Academy of Occupational Health Psychology. 2018. p. 263-264