Abstract
Purpose
To deepen the understanding of the process of growth and development of career resilience, this study aims to investigate the impact of career history and openness to change as antecedents of career resilience and the effect of career resilience on career self-management and career outcomes (salary and career satisfaction) over time using the Career Construction Theory.
Design/methodology/approach
The authors applied structural equation modeling with cross-lagged associations between career characteristics (number of employees, job seniority and missed promotions), openness to change, career resilience, individual career management (ICM) and career success (salary and career satisfaction) using three-wave data of 872 employees.
Findings
Openness to change had cross-lagged positive relationships with career resilience. The number of (previous) employers and missed promotions had a positive effect on career resilience, whereas job seniority was related negatively to career resilience. Furthermore, career resilience had a positive effect on individual career self-management in terms of networking, practical things and drawing attention over time. No effect was found on the individual career self-management dimension of mobility-oriented behavior over time. Finally, ICM had a positive effect on salary and career satisfaction over time.
Originality/value
Altogether these results suggest that career resilience is not only a way to stay active as an employee and cope with career changes, but it also enhances employees’ chances to achieve objective and subjective career success.
To deepen the understanding of the process of growth and development of career resilience, this study aims to investigate the impact of career history and openness to change as antecedents of career resilience and the effect of career resilience on career self-management and career outcomes (salary and career satisfaction) over time using the Career Construction Theory.
Design/methodology/approach
The authors applied structural equation modeling with cross-lagged associations between career characteristics (number of employees, job seniority and missed promotions), openness to change, career resilience, individual career management (ICM) and career success (salary and career satisfaction) using three-wave data of 872 employees.
Findings
Openness to change had cross-lagged positive relationships with career resilience. The number of (previous) employers and missed promotions had a positive effect on career resilience, whereas job seniority was related negatively to career resilience. Furthermore, career resilience had a positive effect on individual career self-management in terms of networking, practical things and drawing attention over time. No effect was found on the individual career self-management dimension of mobility-oriented behavior over time. Finally, ICM had a positive effect on salary and career satisfaction over time.
Originality/value
Altogether these results suggest that career resilience is not only a way to stay active as an employee and cope with career changes, but it also enhances employees’ chances to achieve objective and subjective career success.
| Original language | English |
|---|---|
| Pages (from-to) | 372-390 |
| Number of pages | 19 |
| Journal | Career Development International |
| Volume | 27 |
| Issue number | 3 |
| Early online date | 17 May 2022 |
| DOIs | |
| Publication status | Published - 24 May 2022 |
Keywords
- ADAPTABILITY
- ADAPTIVITY
- Career development
- Career history
- Career management
- Career resilience
- Career success
- Career transitions
- EMPLOYABILITY
- JOB-SATISFACTION
- MOTIVATION
- ORGANIZATIONAL COMMITMENT
- PERSONALITY
- SELF-MANAGEMENT
- SUCCESS
- WORKPLACE