Career adaptability, job search self-efficacy and outcomes: A three-wave investigation among Chinese University Graduates

By Yanjun Guan, Hong Deng, Jiaqing Sun, Yanan Wang, Zijun Cai, Lihui Ye, Ruchunyi Fu, Yang Wang, Shu Zhang, Yuhui Li. 2013

293 citations recorded by the source corpus.

Based on career construction theory, the current research examined the role of career adaptability in Chinese university graduates' job search process (N = 270). Results from a three-wave survey study showed that the four dimension of career adaptability (measured at wave 1) correlated positively with university graduates' job search self-efficacy (measured at wave 2) and their employment status (measured at wave 3). Among graduates who became employed, career adaptability dimensions also predicted positively their person–environment (P–E) fit perceptions (measured at wave 3). The results further showed that with the effects of demographics (gender, age, education level and major) and family background (family economical status and parental education) controlled for, when putting the four dimensions of career adaptability together, career concern and career control served as the strongest predictors for job search self-efficacy, which further mediated the positive effects of these two dimensions on employment status. In addition, career control also had indirect effect on P–E fit through the mediation of job search self-efficacy. Additional analyses using the global indicator of career adaptability also supported this mediation model such that career adaptability significantly predicted employment status and P–E fit, with these relations mediated by job search self-efficacy. These findings carry implications for research on career construction theory, as well as career education and career counseling practices.

Subfields: Education, Safety Research, Social Psychology

View Paper: https://www.semanticscholar.org/paper/ef44c3cdf8385f32d7561f95060499c2f1b647bd

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Citations in the corpus

The influence of satisfaction and promotability on the relation between career adaptability and turnover intentions (2016, background): “Employees with a higher level of CS have a lower level of TI (Chan & Mai, 2015; Guan et al., 2013, 2014).”
Job performance ratings: The relative importance of mental ability, conscientiousness, and career adaptability (2015, unknown): “perceived person-environment fit, and occupational well-being (Guan et al., 2013; Koen, Klehe, & Van Vianen, 2012; Maggiori, Johnston, Krings, Massoudi, & Rossier, 2013; Zacher, 2014).”
The interplay of proactive personality and internship quality in Chinese university graduates' job search success: The role of career adaptability (2018, background): “Although we theorized the association internship quality with career adaptability by discussing the relationship between internship quality and each dimension of career adaptability in order to better elaborate on the influence of the former on the latter, we viewed career adaptability as a global c”
Perceived Organizational Career Management and Career Adaptability as Predictors of Success and Turnover Intention among Chinese Employees (2015, background): “…been established as an important individual predictor for positive career outcomes, such as promotability (Tolentino, Garcia, Restubog, Bordia, & Tang, 2013), employment status (Guan, Guo, et al., 2014; Guan et al., 2013), job performance (Yu & Zheng, 2013) and career satisfaction (Zacher, 2014).”