The role of career adaptability in predicting entrepreneurial intentions: A moderated mediation model

Guided by the Career Construction Theory (Savickas, 2013), we view entrepreneurship as an adaptive vocational behavior driven by an individual's self-regulatory capacity to thrive in a complex entrepreneurial career context. Our research model posited that individuals rely on their adaptive resources and entrepreneurial self-efficacy as they form entrepreneurial intentions. Career adaptability, as self-regulatory competencies, is further strengthened by prior exposure to family business. We collected data over three measurement periods from Serbian business students (n = 380) and validated the Career Adapt-Abilities Scale (CAAS). The moderated mediation model was supported and as predicted: (a) career adaptability was positively associated with entrepreneurial intentions and (b) the mediated relationship between career adaptability and entrepreneurial intentions via entrepreneurial self-efficacy was stronger for individuals with prior exposure to family business. In addition, we provide evidence for the psychometric properties of CAAS by examining its internal consistency, test–retest reliability, and factor structure. Taken together, our study offers the groundwork for understanding successful adaptation in the entrepreneurial career context and supports the cross-national measurement equivalence and utility of CAAS in a developing economy.     

Emotional intelligence as a predictor of employees' career adaptability

Emotional intelligence and career adaptability are crucial psychosocial meta-capacities for successful adaptation in various spheres of life, including the realm of careers. However, little is known about the relationship between emotional intelligence and Savickas's (2005) notion of career adaptability. The current research examines the relation of emotional intelligence to career adaptability. A cross-sectional survey was conducted with a sample of 409 early career black call center agents (Mean age = 32) employed in three of the largest outsourced financial call centers in Africa. Canonical correlation analysis and structural equation modeling confirmed the predictive validity of emotional intelligence in relation to career adaptability. The results showed that managing one's own emotions contributes the most in explaining overall emotional intelligence a n d the variance in overall career adaptability with its four domains of career concern, career control, career confidence and career curiosity. The results of the study highlight the importance of developing individuals' emotional intelligence in order to strengthen their career adaptability. The research contributed new and valuable insights that may inform career development interventions for call center agents.     

Ingratiation as an adapting strategy: Its relationship with career adaptability,career sponsorship,and promotability

Guided by the Career Construction Theory (Savickas, 2013), our research model posits that individuals rely on their adaptability resources and implement adapting responses, in the form of ingratiation, to increase their promotability at work. In addition, the indirect relationship between career adaptability and promotability via ingratiation is further strengthened by high career sponsorship. The research model was tested and the translated Career Adapt-Abilities Scale (CAAS) Thailand form was validated using a cross-sectional survey of 265 subordinate–supervisor dyads. Results demonstrate adequate levels of internal consistency (ɑ = .96) and the factor structure corresponded with prior CAAS international validation. The moderated mediation model was supported and as expected: (a) ingratiation, as an adapting response, mediated the positive relationship between career adaptability and promotability, and (b) the mediated relationship between career adaptability and promotability via ingratiation was stronger for individuals with higher career sponsorship. Taken together, the findings support the cross-national measurement equivalence and utility of CAAS in non-Western and developing countries. More importantly, our study offers the groundwork for understanding adapting responses and the augmenting role of career-specific contextual support.     

Developmental trajectories and reciprocal associations between career adaptability and vocational identity: A three-wave longitudinal study with adolescents

The purpose of this longitudinal study was two-fold. First, we investigated patterns of stability and change in career adaptability and vocational identity in adolescents. Second, we examined reciprocal associations between career adaptability and vocational identity. In addressing both research aims we tested the moderating effects of gender, school-type, and age. Participants were 1151 (58.7% female) adolescents. They filled in measures that appraised career adapt-abilities and vocational identity processes three times during a school year. Latent growth curve analyses highlighted slight longitudinal decreases in career concern, control, and confidence especially in boys, vocational school students, and middle-to-late adolescents. Also, over time boys and students attending vocational schools reported less in-depth occupational exploration, less identification with present vocational commitments, and more flexibility and self-doubt about their careers. Findings of cross-lagged path analyses highlighted reciprocal associations between career adaptability and vocational identity. Career adaptability positively predicted adolescents' ways of dealing with vocational exploration and commitment. Vocational commitment and reconsideration of commitment predicted career adapt-abilities in time. These results indicate that career adaptability and vocational identity are dynamic and interrelated dimensions of adolescent career development. Implications for theory and practice are discussed.     

The effect of a career adaptability psycho-educational programme on coping with career indecision and career adaptability: A pilot study

This study aimed to examine the effects of a career construction theory-oriented Career Adaptability Psycho-educational Programme on career adaptability and coping with career indecision in Turkish high school students. Twenty-six participants took part in the experimental design. A split-plot (mixed) design of 2 × 3 (experimental/control groups X pretest/posttest/follow-up test) was used. It was found that the Career Adaptability Psycho-educational Programme has a significant effect on coping with career indecision and career adaptability; the same effect was found for the follow-up measures completed 4 months later.     

Career Adapt-Abilities Scale—Iran Form: Psychometric properties and relationships with career satisfaction and entrepreneurial intentions

This study examined the psychometric properties of a Persian translation of the Career Adapt-Abilities Scale (CAAS—Iran Form) and its relationships with career satisfaction, business opportunity identification, and entrepreneurial intentions. It was hypothesized that career adaptability relates positively to these three outcomes, even when controlling for demographic and employment characteristics. Data were provided by 204 workers from Iran. Results showed that the overall CAAS score and sub-dimension scores (concern, control, curiosity, and confidence) were highly reliable. Moreover, confirmatory factor analyses indicated that the CAAS—Iran Form measures four distinct dimensions that can be combined into a higher-order career adaptability factor. Findings also demonstrated criterion-related validity of the scale with regard to career satisfaction and entrepreneurial intentions. In contrast, overall career adaptability was not significantly related to opportunity identification, while concern related positively, and control related negatively to opportunity identification. Overall, the CAAS—Iran Form has very good psychometric properties and predicts important career outcomes, suggesting that it can be used for career counseling and future research with Persian-speaking workers.     

Career adaptability as a mediator between personality and career engagement

The current study examined the role of career adaptability as a mediator between personality dimensions and career engagement. This investigation was conducted using a sample of university students (N = 201) who completed the Zuckerman–Kuhlman–Aluja Personality Questionnaire, the Career Adapt-Abilities Scale-Persian Form, and the Career Engagement Scale. Career adaptability dimensions related positively with activity, negatively with neuroticism, and positively with career engagement. The results indicated that career adaptability dimensions partially mediated the relationships between activity (work compulsion, general activity, restlessness, and work energy) and career engagement, whereas they were a full mediator between neuroticism (anxiety, depression, dependency, and low self-esteem) and career engagement. Among career adaptability dimensions, curiosity fully mediated the effect of sensation seeking on career engagement. These findings suggest that career adaptability is a dynamic mechanism that helps to regulate the relationship between specific dispositional traits and career adapting behaviors.     

A Longitudinal Application of the Theory of Reasoned Action to Women's Career Behavior1

Based on the theory of reasoned action (TRA; Fishbein & Ajzen, 1975), we hypothesized that young women's career intentions would be predicted by their gender-role attitudes and perceptions of their boyfriends' and parents' career-related preferences for them. Career intention was expected to predict future career behavior. The model was tested using longitudinal data from 105 women studied in 1973 and followed up 14 years later in 1987. Data were analyzed using structural equation modeling. Results supported the TRA: women's gender-role attitudes and their perceptions of important others' preferences predicted their career intentions, which predicted career behavior 14 years later. Implications for the study of women's careers and the longitudinal application of the TRA are discussed.     

From landlines to cell phones: negotiating identity positions in new career contexts

This article uses metaphors to explore how changes in technology and the world of work affect the lives and identities of workers today. The author integrates theory from vocational psychology and cultural studies with personal narrative in order to consider positive and negative aspects of the shift from traditional linear careers to postmodern, boundaryless, protean careers. Career is framed as a dialogical construct that is mutually shaped by individual and social practices. Career counselors are invited to consider ways they might adapt their practice to better accommodate clients' lived experiences of evolving career contexts.     

Career decision-making profiles and career decision-making difficulties: A cross-cultural comparison among US,Israeli, and Chinese samples

Assessing individuals' career decision-making difficulties and career decision-making profile (style) allows counselors to help them make better career decisions. The present study focused on the associations between the Career Decision-Making Profiles (CDMP) questionnaire and the Career Decision-making Difficulties Questionnaire (CDDQ) in four large samples: American adults (N = 601), Israeli young adults (N = 623), American students (N = 915), and Chinese students (N = 929). The pattern of associations between the 12 CDMP dimensions and the 10 CDDQ scales was generally replicated across the four samples, and indicated that certain CDMP dimensions were associated with career decision-making difficulties. Additionally, in all four samples, the higher an individual's career decision-making adaptability, as derived from the CDMP, the fewer difficulties he or she encountered prior to and during the career decision-making process. However, a few unique patterns of associations between the CDMP and the CDDQ emerged in some samples.     

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.     

Comparing two career adaptability measures for career construction theory: Relations with boundaryless mindset and protean career attitudes

We examined the constructs underlying the Career Maturity Inventory-Adaptability Form (CMI-C) and the Career Adapt-Abilities Scale (CAAS). Data from 852 university students indicated that the second-order factors for both scales correlate .43, suggesting that they measure different yet related constructs. All three subscales of the CMI-C correlate most with the “concern” subscale of the CAAS rather than with the corresponding subscale. It appears that the CMI-C is a measure of particular career adaptability for choosing a career whereas the CAAS is a global measure of career adaptability for dealing with all of the tasks of vocational development across the life span. Regression analyses show that the CMI-C does not add to the prediction of boundaryless mindset and protean career attitudes over the CAAS. Relationships between the CMI-C and CAAS with entrepreneurial, professional, and leadership career motivation profiles showed that the CAAS is more strongly related to boundaryless mindset and protean career attitudes, while the CMI-C appears to relate to more traditional (professional and leadership) career motivations.     

Individuation in relation to parents as a predictor of career goals and career optimism in emerging adults

The aim of this study was to examine the associations of Slovenian emerging adults’ individuation characteristics (in relation to mother and father) with career goals and career optimism. We were interested in contributions of age, gender, certainty of study choice, and individuation dimensions when predicting intrinsic/extrinsic career goals and career optimism. The participants provided self‐reports on the Individuation Test for Emerging Adults, the Career Goals Scale and the Career Futures Inventory. The results showed that age did not relate to emerging adults’ career goals; however, older students reported lower career optimism than their younger counterparts. Furthermore, certainty of study choice was the most important predictor of career optimism, and, along with gender, of intrinsic career goals. Emerging adults who reported higher connectedness with both parents and self‐reliance in relation to mother had higher intrinsic career goals, while self‐reliance in relation to mother was positively associated with stronger optimism about an individual's future career. Fear of disappointing both parents significantly contributed to the prediction of extrinsic career goals and optimism, while parental intrusiveness did not add significantly to the prediction of the two measured career outcomes. The study confirmed the correlational effects of positive and negative aspects of individuation on career outcomes in emerging adulthood.     

The role of individual and parental expectations in student-athletes’ career adaptability profiles

ObjectivesTo support holistic development, adolescent student-athletes are encouraged to integrate sport with education/academics (i.e., dual careers). Career adaptability, as a psychological resource, may help youth athletes cope with transitions and successfully manage their careers. Individuals with a plan and higher expectations for the future demonstrate higher career adaptability and are better prepared for the future. In the present study, we examined what kinds of distinct career adaptability profiles could be identified among youth athletes in Finland at the transition stage to a sports high school (i.e., specialized school for athletes). Moreover, we investigated whether youth athletes’ success expectations about school and sport, and corresponding parental expectations, predicted the probability of student-athletes demonstrating a certain career adaptability profile. Next, we examined how gender was represented in the different profiles. Design and methods: The present study is part of the Longitudinal Finnish Dual Career study. A total of 391 student-athletes (51% females) from six sports high schools in Finland, and 448 parents (42% fathers) participated in the study. The student-athletes answered questionnaires on career adaptability (Career Adapt-Abilities Scale – Dual Career Form) and success expectations at the beginning and then again at the end of the first year of sports high school. At the beginning of sports high school, parents responded to a questionnaire about their expectations of success for their children in both academics and in sport. The data were analyzed using structural equation modeling and latent profile analysis. Results: Five distinct adaptability profiles across time were identified: stable, very low adaptability, stable low adaptability, stable moderate adaptability, stable high adaptability, and increased adaptability. Student-athletes’ high success expectations in academics and sport, and mothers’ high success expectations in academics, increased the probability of student-athletes showing higher adaptability profiles. Conclusions: The student-athletes’ high level of expectations for both sport and academics are associated with career adaptability, and mothers’ high expectations of student-athletes’ academic success relate to higher career adaptability profiles among student-athletes and can thus be considered an important factor in supporting their dual careers.     

The role of career adaptability resources in dual career pathways: A person-oriented longitudinal study across elite sports upper secondary school

ObjectivesObtaining education is an important milestone in athletes’ preparation for their professional career after sport. Literature indicates that combining school and sport is not an easy task for many aspiring youth athletes. It has been proposed that career adaptability, which refers to psychosocial resources enabling individuals to solve complex occupational transitions, present and anticipated vocational development tasks, and career related challenges could be a relevant concept for applied work with student-athletes. In this study, we examined whether there are distinct developmental profiles of career adaptability among adolescent athletes across the upper secondary school years. We also investigated the associations between career adaptability and sport withdrawal and academic achievement.Design and methodsA total of 391 Finnish-speaking student-athletes completed the questionnaire on career adaptability (Career Adapt-Abilities Scale – Dual Career Form; Ryba & Aunola, 2015; Ryba et al., 2017) at the beginning and end of upper secondary school. The participants’ background information about their sport participation and grade point average were collected upon completion of each grade of upper secondary school. The data were analysed using cluster analysis, cross-tabulation, and one-way analysis of variance.ResultsFour distinct adaptability profiles were identified: higher adaptability, lower adaptability, increasing adaptability, and decreasing adaptability. Higher and lower adaptability profiles showed stable levels of adaptability across time, whereas the adaptability level either increased or decreased in the other two profiles. Student-athletes with a lower career adaptability profile were overrepresented among those who withdrew from competitive sports, and they reported lower grade point averages than those with higher scores of career adaptability.ConclusionsHigh scores of career adaptability were associated with high grades, whereas low scores of career adaptability were associated with low grades and a probability to withdraw from competitive sport. Therefore, it is recommended that career adaptability be considered as important self-regulation resources for sustaining dual career pathways over time.     

Examining career persistence and career change intent using the career attitudes and strategies inventory

This is the first study to examine Holland and Gottfredson’s [Holland, J. L., & Gottfredson, G. D. (1994). Career Attitudes and Strategies Inventory: An inventory for understanding adult careers. Odessa, FL: Psychological Assessment Resources.] assertion that the Career Attitudes and Strategies Inventory (CASI) is a useful instrument for differentiating career persisters and career changers. Based on Holland’s (1996; Holland and Gottfredson) [Holland, J. L. (1996). Exploring careers with a typology: What we have learned and some new directions. American Psychologist, 51, 397-406.] expectations and empirical evidence it was hypothesized that persisters (expressed intent to remain in current career) would score higher than changers (expressed intent to change career) on the Job Satisfaction, Work Involvement, Skill Development, and Geographical Barriers scales comprising the CASI. Conversely, it was hypothesized that changers would score higher than persisters on the CASI scales measuring Dominant Style, Career Worries, Interpersonal Abuse, Family Commitment, and Risk-Taking Style. To test these hypotheses, 249 career persisters and 200 career changers completed the CASI. Results indicated that changers were more likely to take risks and were more motivated towards skill development, while persisters were more satisfied in their jobs and reported greater career concerns.     

The relation of career adaptability to satisfaction and turnover intentions

The objective of this study is to investigate the linkage between career adaptability (CA), turnover intentions (TI), and career satisfaction (CS). It also examines the factor structure and psychometric properties of the Career Adapt-Abilities Scale (CAAS) for low-ranking employees. The findings provide further support for the incremental validity of the CAAS. CA positively predicted CS and negatively predicted TI of low-ranking employees. CS is negatively related to TI, and it mediated the association between CA and TI. CA does not mediate the relation between CS and TI. Overall, a deeper understanding of the linkage between CA and TI can help us to find ways to assist employees to navigate the increasingly complex career path, thereby preventing TI.     

Individual difference predictors of change in career adaptability over time

Career adaptability is a psychosocial construct that reflects individuals' resources for managing career tasks and challenges. This study investigated the effects of demographic characteristics and three sets of individual difference variables (Big Five personality traits, core self-evaluations, and temporal focus) on changes over time in career adaptability and its dimensions (concern, control, curiosity, and confidence). Data came from 659 full-time employees in Australia who participated in two measurement waves six months apart. Results showed that age and future temporal focus predicted change in overall career adaptability. In addition, age, education, extraversion, neuroticism, openness to experience, core self-evaluations, and future temporal focus differentially predicted change over time in one or more of the four career adaptability dimensions. While the lagged effects found in this study were generally small, the findings suggest that certain individual difference characteristics predispose employees to experience change in career adaptability over time.     

The role of narrative in career construction theory

Career construction theory (CCT) (Savickas, 2005) approaches career counseling and career development from a constructivist and narrative perspective. As career theories move towards incorporating holistic approaches that take into consideration individuals' subjective experiences, narrative theory offers a means to draw out and clarify this story. Career construction theory, effectively integrates narrative and career conceptualizations to holistically create clarity in understanding what, how, and why individuals author their lives and careers in order to help individuals develop a cohesive identity, adapt within their environment, and construct the next chapter of their career story.