国内外职涯资本的研究述评与展望

埃森哲调查显示,全球89%的员工认为职涯资本是职场成功的关键,但职涯资本的相关研究却刚起步。本文从职涯资本（Career Capital）的内涵入手,梳理了职涯资本的定义及理论模型,并整理了相关维度的划分。然后,笔者从跨文化管理、职涯资本三维度重要性、职涯资本的前因变量和结果变量角度对相关研究进行整理。最后,针对目前研究的不足,本文提出未来研究的方向和管理实践中的应用建议,希冀对职业生涯管理的理论研究和实践提供新思路。     

Career Preparation: A Longitudinal, Process-Oriented Examination

Preparing for an adult career through careful planning, choosing a career, and gaining confidence to achieve career goals is a primary task during adolescence and early adulthood. The current study bridged identity process literature and career construction theory (Savickas, 2005) by examining the commitment component of career adaptability, career preparation (i.e., career planning, career decision-making, and career confidence), from an identity process perspective (Luyckx, Goossens, & Soenens, 2006). Research has suggested that career preparation dimensions are interrelated during adolescence and early adulthood; however, what remains to be known is how each dimension changes over time and the interrelationships among the dimensions during the transition from high school. Drawing parallels between career preparation and identity development dimensions, the current study addressed these questions by examining the patterns of change in each career preparation dimension and parallel process models that tested associations among the slopes and intercepts of the career preparation dimensions. Results showed that the career preparation dimensions were not developing similarly over time, although each dimension was associated cross-sectionally and longitudinally with the other dimensions. Results also suggested that career planning and decision-making preceded career confidence. The results of the current study supported career construction theory and showed similarities between the processes of career preparation and identity development.     

Person-environment congruence in relation to career change and career persistence

This study examined Holland’s theoretical proposition, that personality-work environment congruence influences career stability and change, with a sample of 212 career changers (respondents who expressed an intent to change career and had engaged in preliminary career change activity) and 249 career persisters (respondents who indicated an intent to remain in their current career). Independent groups ANCOVA (controlling for age and current career tenure) indicated that career persisters scored higher on congruence than career changers, however, the effect size was within the small to medium range. Repeated-measures ANCOVA indicated, with a medium effect size, that career changers moved towards careers that were more congruent with their personality profiles than their current careers. Practical and theoretical implications are discussed.     

Career indecision and career exploration among older French adolescents: The specific role of general trait anxiety and future school and career anxiety

This study examined the relationship between two forms of adolescent anxiety, career exploration and career indecision. Two-hundred and forty-two French senior high school students filled out a self-report questionnaire that measured career indecision, frequency of career exploration, general trait anxiety, and fear of failing in one’s academic and occupational careers. The results showed that adolescent career indecision and career exploration were positively and significantly related to general trait anxiety and career anxiety. Nevertheless, career anxiety accounted for an additional part of the variance in career exploration and, to a lesser extent, in career indecision. General trait anxiety accounted for an additional part of the variance in career indecision only. In addition, general trait anxiety and career anxiety mediated the relationship between career indecision and career exploration. The discussion focuses on the role of anxiety (personality trait anxiety or an emotion connected to one’s future) in career development. It also addresses the implications of these results for improving counseling practices.     

Perceived organizational career management and career adaptability as predictors of success and turnover intention among Chinese employees

Based on the theories of career construction and of social exchange, the current research examined the joint and interactive effects of perceived organizational career management and career adaptability on indicators of career success (i.e., salary and career satisfaction) and work attitudes (i.e., turnover intention) among 654 Chinese employees. The results showed that career adaptability played a unique role in predicting salary after controlling for the effects of demographic variables and perceived organizational career management. It was also found that both perceived organizational career management and career adaptability correlated negatively with turnover intention, with these relationships mediated by career satisfaction. The results further showed that career adaptability moderated the relationship between perceived organizational career management and career satisfaction such that this positive relationship was stronger among employees with a higher level of career adaptability. In support of the hypothesized moderated mediation model, for employees with a higher level of career adaptability, the indirect effect of perceived career management on turnover intention through career satisfaction was stronger. These findings carry implications for research on career success and turnover intention.     

Translating Career Theory to Practice: The Risk of Unintentional Social Injustice

An important aspect of social justice involves ensuring that effective career guidance is readily accessible to all citizens. The career theory used to guide the delivery of career services can contribute to or detract from social justice. This article examines the translation of career theory to practice, the effectiveness of career interventions, and access to career guidance. Collaborative career counseling is presented as an intervention to improve access to career services.     

父母生涯相关行为和学前教育专业大学生专业满意度的关系：生涯适应力和生涯规划的中介作用

以600名学前教育专业大学生为被试,探讨了父母生涯相关行为 (支持、干涉和缺位) 和专业满意度 (6个月后) 的关系及生涯适应力和生涯规划的中介作用。结果表明：(1) 支持对专业满意度的直接预测作用不显著,是通过正向预测生涯适应力和生涯规划及生涯适应力→生涯规划这一序列中介作用间接预测专业满意度。(2) 干涉对专业满意度的直接预测作用不显著,但通过负向预测生涯适应力及生涯适应力→生涯规划这一序列中介作用间接预测专业满意度。     

Protean attitude and career success: The mediating role of self-management

A protean career attitude is considered as an important determinant of career success in the contemporary career era. In this article we test a model in which we specify the relationships between protean career attitude, career self-management behaviors, career insight, and career success outcomes (career satisfaction and perceived employability). A survey was conducted among a sample of 289 employees. The results support the idea that a protean career attitude is a significant antecedent of career success and that this relationship is fully mediated by the development of career insight. The implications of these findings for understanding the process through which career attitude affects individuals’ career success are discussed.     

生涯适应力的作用：个体与组织层的跨层面分析*

生涯适应力(career adaptability)是生涯建构理论提出的自我职业生涯管理的核心概念,但国外理论和实践一直认为生涯适应力是一把双刃剑(生涯适应力高的员工工作绩效高,但其离职意向也高),本研究将对此进行检验;同时,生涯适应力作为个体职业生涯开发的核心变量,它在组织职业生涯管理跨层面作用中的价值也未曾研究。通过员工在两个时间点自评和管理者他评问卷,获得54家单位的485份有效调查问卷。结构方程模型分析的结果表明,生涯适应力不仅与工作绩效有显著正相关,而且也与离职意向有显著负相关。层次回归分析结果表明,工龄是生涯适应力与离职意向、工作绩效关系的调节变量;也就是说,工龄短员工的生涯适应力与工作绩效呈显著正相关,与离职意向呈显著负相关,但工龄长员工的生涯适应力与二者的关系都不显著。基于跨层面研究设计,多层线性模型(HLM)分析的结果表明,生涯适应力是组织职业生涯管理与个体工作绩效之间的完全中介变量,但在组织职业生涯管理与离职意向之间的中介作用不显著。这不但回答了生涯适应力对组织价值的管理困境问题,也解决了组织职业生涯管理与个体工作绩效的连接纽带问题。     

职业弹性对工作绩效和职业满意度影响的实证研究

摘要：职业弹性是指个体灵活应对变化的职业环境甚至是逆境的职业能力。在控制无关变量及同一方法偏差的基础上,本文考察了职业弹性的不同维度对其后效变量的影响。通过对某信息集团下属的59家电子相关企业中的324位管理人员的问卷调查,结果表明职业弹性会影响个体的工作绩效和职业满意度,管理者的职业弹性越高,其工作绩效越高、职业满意度也越高。     

Family and career path characteristics as predictors of women’s objective and subjective career success: Integrating traditional and protean career explanations

This study examined the effects of family and career path characteristics on objective and subjective career success among 916 employed mothers. Among family variables, age at first childbirth was positively related and career priority favoring the husband was negatively related to both income and subjective career success; number of children was negatively related and years elapsed since first childbirth was positively related to income only. Among career path variables, career gaps, interorganizational mobility and proportion of one’s career spent in part-time work were negatively related to income; career gaps were negatively related to subjective career success. Income was positively related to subjective career success. Results suggest that integration of traditional and protean career perspectives helps to explain women’s career success.     

Planned Happenstance: Constructing Unexpected Career Opportunities

Chance plays an important role in everyone's career, but career counseling is still perceived as a process designed to eliminate chance from career decision making. Traditional career counseling interventions are no longer sufficient to prepare clients to respond to career uncertainties. Work world shifts challenge career counselors to adopt a counseling intervention that views unplanned events as both inevitable and desirable. Counselors need to teach clients to engage in exploratory activities to increase the probability that the clients will discover unexpected career opportunities. Unplanned events can become opportunities for learning.     

The professional career on the right track: A study on the interaction between career self-management and organizational career management in explaining employee outcomes

This article explores the relationship between organizational career management and career self-management and addresses the impact on employee outcomes. Within six large organizations, a sample of 491 employees reported on their career self-management initiatives, on their expectations towards organizational career support, and on their commitment and career success. This was complemented by information from their supervisors on career management support offered by HR and line management to these employees. Results show that individuals who take more initiatives to manage their career expect more career support from their employer. Career self-management positively impacts affective commitment and perceived career success, while organizational career management is positively related with affective commitment and career progress. Career self-management moderates the relationship of organizational career management with affective commitment and subjective career success.     

主动性人格与大学生职业成熟度的关系:一个有调节的中介模型

为考察主动性人格、职业决策自我效能感、就业压力和职业成熟度之间的关系,采用主动性人格量表、职业成熟度量表等对713名大学生进行调查。结果显示：（1）职业决策自我效能感在主动性人格与职业成熟度之间起部分中介作用,主动性人格既能直接预测职业成熟度,也通过职业决策自我效能感间接预测职业成熟度;（2）职业决策自我效能感的中介作用受到就业压力的调节,就业压力调节了职业决策自我效能感与大学生职业成熟度之间的关系。     

Career adaptability and career entrenchment

Career adaptability constitutes a resource that can help employees to effectively manage career changes and challenges. The goal of this study was to investigate the relationship between the two higher-order constructs of career adaptability and career entrenchment (i.e., the perceived inability and/or unwillingness to pursue new career opportunities), as well as relationships among the dimensions of career adaptability and career entrenchment. We hypothesized a negative relationship between overall career adaptability and career entrenchment, and more differentiated associations among their dimensions. Data for this study came from 404 employees in Brazil. Results of structural equation modeling showed that overall career adaptability weakly negatively predicted overall career entrenchment (standardized effect = − .13), after controlling for age, gender, education, and job tenure. More differentiated findings emerged at the dimension level. Future research should examine the mechanisms and boundary conditions of the relationship between career adaptability and career entrenchment.     

心理资本对企业员工职业成功的影响：职业承诺的中介效应

采用问卷调查法,以265名企业员工为调查对象,在控制被试的人力资本及人口统计学变量之后,使用结构方程模型分析员工心理资本与职业承诺、职业成功的关系。结果发现：（1）心理资本对员工的职业承诺、职业成功有显著地预测作用;（2）职业承诺在心理资本与员工客观职业成功之间起部分中介作用;（3）职业承诺在心理资本与员工主观职业成功之间起完全中介作用。     

Adding Career Biographies and Career Narratives to Career Interest Inventories

This study with 20 adults explored adding career biographies and career narrative writing to the career interest assessment report process. Participants reported that biographies and narratives helped them identify themes to consider how their career plans fit their personal lifestyle, meaning making, and values. This study offers 1 way to incorporate narratives and story to explore the self and self‐in‐context to activate meaning‐making processes in career interest assessment reports. Until career interest assessment reports include career biographies and a process for writing career narratives, only career counselors can offer this type of service to clients.     

Future work self and career adaptability in the prediction of proactive career behaviors

This study examined the motivational resource of future work self salience and the additive effect of career adaptability dimensions in the prediction of career planning, proactive skill development, and proactive career networking in a sample of university students (N = 113). It was hypothesized that greater clarity of future work self would predict engagement in each of the proactive career behaviors and that specific dimensions of career adaptability would have an additive effect in predicting particular proactive career behavior in line with the theory of career construction. Results indicated that future work self predicted career planning and that career concern had an additive effect. Future work self also predicted proactive skill development and proactive career networking. However, career confidence and career curiosity mediated these relationships in the prediction of skill development and networking respectively. In sum, results suggest that future work self and career adaptability play an influential role in the engagement of proactive career behavior.     

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

A protean career orientation is assumed to be beneficial for career development but researchers have only recently started to empirically evaluate the concept. Conducting two studies based on three independent samples of university students and working professionals in Germany, we address issues of concurrent validity, predictive incremental validity and mechanisms linking the protean orientation to career outcomes. The first study showed that in a sample of 104 German employees different measures of the protean career orientation all correlated highly, but not identically, to a range of work and career attitudes. Using bootstrapping analysis, a second study with a six-month prospective examination among 419 German university students and a cross-sectional analysis among 526 German employees showed that a protean career orientation predicts proactive career behaviors and career satisfaction beyond a proactive disposition and core self-evaluations, respectively. Moreover, the protean career orientation was a significant mediator of these two personality constructs on both career outcomes. Cumulatively, the studies enrich our understanding of how and when a protean career orientation is related to important career outcomes.