The relation of career adaptability to satisfaction and turnover intentions

By S. H. Chan, Xinda Mai. 2015

205 citations recorded by the source corpus.

Subfields: Education, Organizational Behavior and Human Resource Management, Safety Research

View Paper: https://www.semanticscholar.org/paper/398e7be712d96e33fd6f67257f1a2231a4639464

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Education

1. Claire S. Johnston
2. H. Zacher
3. C. Rudolph
4. M. Abadi
5. O. Aburumman
6. A. Salleh
7. K. Omar
8. O. M. Kuok

In Organizational Behavior and Human Resource Management

1. Claire S. Johnston
2. C. Rudolph
3. H. Zacher
4. M. Abadi
5. O. Aburumman
6. A. Salleh
7. K. Omar
8. Kristi N. Lavigne

In Safety Research

1. Claire S. Johnston
2. C. Rudolph
3. H. Zacher
4. Kristi N. Lavigne
5. Ian M. Katz
6. M. Abadi
7. O. Aburumman
8. A. Salleh

Citations in the corpus

• Daily manifestations of career adaptability : Relationships with job and career outcomes (2015, unknown): “…shown that career adaptability and its dimensions relate positively to important work and career outcomes, including job and career satisfaction (Chan & Mai, 2015; Zacher, 2014a; Zacher & Griffin, 2015), job search success (Guan et al., 2013; Koen, Klehe, Van Vianen, Zikic, & Nauta, 2010),…”
• The impact of human resource management practices and career satisfaction on employee’s turnover intention (2020, methodology): “Career satisfaction can be used as a mediator in the mentioned relationship (Karatepe, 2012; Chan & Mai, 2015; Zopiatis et al., 2018).”
• Linking dimensions of career adaptability to adaptation results: A meta-analysis (2017, background): “…a sense of being locked in place because of the high costs of leaving” (Jaros et al., 1993, p. 953) Adaptation Result Example Studies Definition Turnover Intentions Chan & Mai (2015) Chan et al. (2016) Koen, Klehe, & Van Vianen (2012) “ . . . a person's perceived likelihood of staying or leaving…”
• A Systematic Review of the Career Adaptability Literature and Future Outlook (2018, background): “First, adaptability resources corresponds positively to satisfaction outcomes such as career satisfaction (Chan & Mai, 2015); salary and career satisfaction (with the effect persisting beyond the effects of demographics and organizational career management; Guan, Zhou, Ye, Jiang, & Zhou, 2015);…”
• The influence of satisfaction and promotability on the relation between career adaptability and turnover intentions (2016, methodology): “…career satisfaction, success, job performance evaluations, promotability, work engagement, career commitment, self-esteem and well-being (e.g., Chan & Mai, 2015; Guan et al., 2013; Koen et al., 2012; Maggiori et al., 2013; Porfeli & Savickas, 2012; Tolentino, Garcia, Restubog, Bordia, & Tang,…”
• A lifespan perspective for understanding career self-management and satisfaction: The role of developmental human resource practices and organizational support (2018, background): “…well-being and happiness but also for a wide array of organizational outcomes, including lower turnover rates (Armstrong-Stassen and Ursel, 2009; Chan and Mai, 2015), organizational culture and capability development (Fleisher et al., 2014), and enhanced customer-service orientation (Sundstrom…”