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Applying qualitative and quantitative analyses across four studies and seven samples, we clarified the meaning and developed a new measure of career insecurity. Career insecurity is defined as ���an individual���s thoughts and worries that central content aspects of one���s future career might possibly develop in an undesired manner.��� The new Multidimensional Career Insecurity Scale (MU-CI-S) measures eight career insecurity (CI) dimensions: (1) CI-Career opportunities, (2) CI-Decreased prestige and qualification requirements of the employment, (3) CI-Contractual employment conditions, (4) CI-Unemployment, (5) CI-Change of workplace, (6) CI-Retirement, (7) CI-Work-nonwork interactions, and (8) CI-Discrepancy between individual resources and work demands. Across all studies, the MU-CI-S showed excellent psychometric properties (e.g., factor loadings of all items and internal consistencies of all dimensions) and high levels of construct validity (e.g., theoretically assumed factorial structure and discriminant and convergent validity). Moreover, the analyses showed concurrent, predictive, and incremental validity beyond neuroticism and other job and career insecurity measures for predicting health and well-being, job performance, career success, and career attitudes. The results provide a comprehensive assessment and investigation of career-related insecurity perceptions in the current labor market. Moreover, the results offer theoretical and practical implications for individual career planning, career counseling, and organizational career management.

Abstract. Due to the relevance of innovations for organizational success, we investigated the impact of (relative) leader–member exchange (LMX) on individual- and team-level perceptions of the climate for innovation (PCI) as well as whether the presence of an individual with a high LMX relationship who plays a mediating role for individuals with lower LMX relationships during team meetings (i.e., a broker) moderates the effects of LMX differentiation. We conducted multilevel analyses of self-assessment and video data from 286 employees in 45 innovation teams. The results confirm the positive effect of (relative) LMX (RLMX) on PCI. The negative effect of LMX differentiation on PCI is not present in teams with a broker. Finally, individuals with high RLMX play a more central role in meetings than those with low RLMX.

Researchers widely agree upon the pivotal role of career self-management in vocational development. Yet, little is known about how core self-management constructs denoting agentic capacity affect each other reciprocally over time. We address the shortage of existing longitudinal change investigations by proposing and testing a reciprocal model in which career adaptability and occupational self-efficacy as core career self-management constructs are reciprocally interrelated. Cross-lagged panel analyses of three-wave data from a large and heterogeneous sample of employees indicate support for the presence of substantial reciprocal effects of career adaptability and occupational self-efficacy across time lags of three, six, and nine months. From a series of exploratory multigroup analyses, this pattern of results emerges as robust across a range of sociodemographic variables, including gender, age, education, leadership position, and organizational tenure. Moreover, the results remained stable after considering further controls (e.g., future temporal focus, grade point average). Our findings broaden the scope of dynamic vocational research by demonstrating the utility of a change-oriented approach in elucidating the emergence of individuals’ career self-management. We discuss practical implications concerning career intervention strategies, study limitations, and prospects for future research.

Having a calling has been linked to various positive outcomes, but the potential negative effects of having a calling have not yet received comparable attention. Moreover, research thus far has neglected to examine how callings affect the work–nonwork interface. Based on the work–home resources model, and work–family enrichment theory, we presumed that having a calling can increase as well as deplete personal resources at work, which, in turn, promote work–nonwork enrichment and conflict among older workers. We investigated these assumptions among 599 employees, aged between 50 and 60 years, by examining within-individual changes in presence of calling, positive affect at work, workaholism, work–nonwork enrichment, and work–nonwork conflict over a period of one year, with two measurement points. Results indicated that an increase in the presence of a calling was positively related to increased levels of positive affect at work, which, in turn, was positively related to increased work–nonwork enrichment. However, an increase in the presence of a calling was also positively related to increased workaholism, which was positively related to increased work–nonwork conflict. The findings suggest that having a calling is meaningfully related to the work–nonwork interface among older workers in both positive and negative ways.

Purpose The purpose of this review is to integrate and organize past research findings on affective, normative and continuance occupational commitment (OC) within an integrative framework based on central life span concepts. Design/methodology/approach The authors identified and systematically analyzed 125 empirical articles (including 138 cases) that examined OC with a content valid measure to the here applied definition of OC. These articles provided information on the relationship between OC and four distinct life span concepts: chronological age, career stages, occupational and other life events, and occupational and other life roles. Furthermore, developmental characteristics of OC in terms of construct stability and malleability were reviewed. Findings The reviewed literature allowed to draw conclusions about the mentioned life span concepts as antecedents and outcomes of OC. For example, age and tenure is more strongly positively related to continuance OC than to affective and normative OC, nonlinear and moderating influences seem to be relevant in the case of the latter OC types. The authors describe several other findings within the results sections. Originality/value OC represents a developmental construct that is influenced by employees’ work- and life-related progress, associated roles, as well as opportunities and demands over their career. Analyzing OC from such a life span perspective provides a new angle on the research topic, explaining inconsistencies in past research and giving recommendation for future studies in terms of dynamic career developmental thinking.

A positive work–nonwork interface is an important aspect of successful career development because it is associated with satisfaction, positive health, and positive work outcomes. However, the role of proactive behaviors at work for work–nonwork enrichment mechanisms has thus far not received much attention. Based on the conservation of resource theory (Hobfoll, 1989) and work–family enrichment theory (Greenhaus & Powell, 2006), we investigated the instrumental (i.e., coworker support) and affective (i.e., positive affect at work) enrichment mechanisms facilitated by networking. We conducted a diary study for within-person effects and a longitudinal panel study for between-person effects. Results supported the notion that networking is positively related to coworker support and positive affect at work on both the within- and between-person level. Furthermore, the mediating effect of coworker support for the relation between networking and work–nonwork enrichment on the within-person level was supported. On the between-person level, the mediating effect through positive affect at work was supported. Implications for research and practice concerning the resources gained by networking and the different work–nonwork enrichment mechanisms on the within- and between-person levels are discussed.

Despite broad interest in the nature of ambition and its effects on career outcomes, scientific research on this issue is limited due to an inconsistent conceptualization and measurement of ambition. Consistent with theoretical views, but in contrast to most existing measurements, we conceptualize ambition as a general personal disposition and developed and evaluated a 5-item measure of ambition consistent with this conceptualization. We report a six-phase process including (1) item generation, (2) item content review by subject matter experts, (3) item reduction and selection based on a university student (N = 1074) and employee (N = 469) sample, (4) examining convergent, discriminant, and incremental validity in relation to existing ambition scales with an employee sample (N = 301), (5) establishing discriminant validity to other personal dispositions in terms of achievement striving, trait competitiveness, and future time perspective with an employee sample (N = 544), and (6) establishing re-test reliability, longitudinal measurement-invariance, and incremental criterion validity regarding objective (i.e., salary, promotions) and subjective career success (i.e., career satisfaction) with a six-month time-lagged study (N = 394). In sum, the newly developed scale should be useful for future research to improve the theoretical and empirical understanding of the nature and effects of ambition.

It is often assumed that ambition has important workplace outcomes, but empirical research has only partially addressed this issue and frequently relied on imprecise measures of ambition. In two studies, based on an improved measure of ambition as a general disposition, we clarified how, why, and when ambition relates to performance evaluations and organizational commitment outcomes. Study 1 suggests that ambition has significant reputation effects in that self-rated ambition was positively related to ambition rated by supervisors and spouse/life partners, based on 100 employee-supervisor-spouse/life partners triads. Moreover, supervisor-rated ambition, but not self-rated ambition, was significantly positively related to higher supervisor-rated job performance and promotability, beyond employee-rated proactivity and generalized self-efficacy. Study 2 focused on organizational commitment outcomes with a three-month time-lagged study with 194 employees. We found that ambition was positively related to higher affective organizational commitment beyond achievement striving, especially when more organizational career opportunities were perceived. However, controlling for perceived organizational career opportunities and achievement striving, ambition was also positively related to increased organizational turnover intentions. Overall, the studies suggest that ambition among employees is generally positive and indirectly beneficial for individual job performance evaluations, but also poses some risks to organizational retention management.

Sustainable careers are comprised of work experiences across one's lifespan that also intersect multiple life domains, notably: work, social, and family (Van der Heijden & De Vos, 2015). The creation of this contemporary notion was spurred by a combination of socio-economic factors, such as the increased complexity and globalization of business and labor markets, as well as more rapid rates of change within the world of work (Hall, Yip, & Doiron, 2018). These factors have put a premium on employee flexibility and accelerated the evolution of the conceptualization and experience of careers. Consistent with these trends, evidence for increased scholarly interest in sustainable careers is found in academic handbooks (De Vos & Van der Heijden, 2015; De Vos, Dujardin, Gielens, & Meyers, 2016) and major international conferences (e.g., Academy of Management, European Association of Work and Organizational Psychology, European Group of Organization Studies). This special issue is intended to take account of and advance this work by further developing the conceptual and empirical foundations of sustainable careers. What sets the sustainable career perspective apart from other career paradigms is its explicit and strong focus on both individual and contextual elements related to career management. Careers have and continue to be largely an individual-level phenomenon, which is reflected in research that predominantly focuses on what individuals can do to create successful and sustainable careers (cf. Spurk, Hirschi, & Dries, 2019). Despite this, however, employers play an important role in the sustainability of individuals’ careers across the lifespan, as they provide diverse work experiences, opportunities for development, and support for work-life balance (cf. Baruch, 2006). This scenario emphasizes the critical role of Human Resource Management and employer-supported career management in fostering employees’ productivity, health, and happiness in their careers (Van der Heijden, 2005) over time (i.e., sustainable careers, De Vos, Van der Heijden, & Akkermans, this special issue). Accordingly, fundamental to the sustainable career concept is shared responsibility between employers and employees (see e.g., Van der Heijden, 2005; Veld, Semeijn, & Van Vuuren, 2015). This special issue therefore aims to refine and advance the notion of sustainable careers using studies that illuminate both individual and organizational levels. In so doing, we show that the sustainable career construct complements rather than replaces existing career paradigms, such as protean (Hall, 2002), boundaryless (Arthur & Rousseau, 1996), and customized careers (Valcour, Bailyn, & Quijada, 2007), which, although acknowledging that careers are developing within working organizations, do not focus on its active role in this regard. Furthermore, and although the interplay between individual and organizational career management is paramount for developing career sustainability, a number of important questions remain unanswered. First, are sustainable careers beneficial for both employees and employers? Second, how do antecedents and outcomes of career sustainability change over one's lifespan? Third, how do planned activities versus unexpected events impact career sustainability? Answering these questions will advance research, practice, and policy related to career management. The remainder of this article is organized as follows. We first summarize and critically reflect on the contributions of the individual papers included in this special issue. This is then used to synthesize existing knowledge and present a coherent and more refined conceptualization of sustainable careers, which can then be used to guide future research and advance our knowledge and practice.

Latent profile analysis (LPA) is a categorical latent variable approach that focuses on identifying latent subpopulations within a population based on a certain set of variables. LPA thus assumes that people can be typed with varying degrees of probabilities into categories that have different configural profiles of personal and/or environmental attributes. Within this article, we (a) review the existing applications of LPA within past vocational behavior research; (b) illustrate best practice procedures in a non-technical way of how to use LPA methodology, with an illustrative example of identifying different latent profiles of heavy work investment (i.e., working compulsively, working excessively, and work engagement); and (c) outline future research possibilities in vocational behavior research. By reviewing 46 studies stemming from central journals of the field, we identified seven distinct topics that have already been investigated by LPA (e.g., job and organizational attitudes and behaviors, work motivation, career-related attitudes and orientations, vocational interests). Together with showing descriptive statistics about how LPA has been conducted in past vocational behavior research, we illustrate and derive best-practice recommendations for future LPA research. The review and “how to” guide can be helpful for all researchers interested in conducting LPA studies.

Networking refers to building, maintaining, and using informal contacts to attain work or career resources. Although several measures exist, we are not aware of any short measure that reaches conventional standards and captures the breadth and multiple dimensions of the construct. To enable a brief and at the same time broad assessment of networking behaviors, this study reports the development and validation of a short version (the Short Networking Behavior Scale) of Wolff and Moser’s (2006) 44-item networking behavior scale. We examine the measurement properties of the derived 18-item version in two studies using three samples. Confirmatory factor analyses show that a correlated six-factor model with two higher order factors of internal and external networking fits the data well. We provide evidence for construct and criterion-oriented validity, showing that the internal and external networking scales exhibit meaningful correlational patterns with personality, career, and social network variables but only small and mostly nonsignificant correlations with measures of job or task characteristics.

PurposeThis study investigates when and why negative organization-related career shocks affect career optimism, which is a positive career-planning attitude. The indirect effect of negative organization-related career shocks on career optimism via job insecurity and the role of perceived organizational career support as a first-stage moderator were investigated.Design/methodology/approachThree-wave time-lagged data from a sample of 728 employees in Switzerland was used. Time-lagged correlations, an indirect effect model and a conditional indirect effect model with bootstrapping were used to test the hypotheses.FindingsFirst, this study showed a significant negative correlation between negative organization-related career shocks (T1) and career optimism (T3), a positive correlation between negative organization-related career shocks (T1) and job insecurity (T2) and a negative correlation between job insecurity (T2) and career optimism (T3). Second, findings revealed that negative organization-related career shocks (T1) have a negative indirect effect on career optimism (T3) via job insecurity (T2). Third, perceived organizational career support (T1) buffers the indirect effect of negative organization-related career shocks (T1) on career optimism (T3).Originality/valueThis study provides an initial examination of the relationship between negative organization-related career shocks and career optimism by applying assumptions from the JD-R model and Conservation of Resources theory. Implications about how to deal with negative career shocks in HRM and career counseling are discussed.

The COVID-19 pandemic represents a crisis that affects several aspects of people's lives around the globe. Most of the affected countries took several measures, like lockdowns, business shutdowns, hygiene regulations, social distancing, school and university closings, or mobility tracking as a means of slowing down the distribution of COVID-19. These measures are expected to show short-term and long-term effects on people's working lives. However, most media reports focused on the effects of the COVID-19 pandemic on changes in work arrangements (e.g., short-time work, flexible location and hours) for workers in a regular employment relationship. We here focus on workers in flexible employment relationships (e.g. temporary agency work and other forms of subcontracted labor, as well as new forms of working, such as in the gig economy). Specifically, we will discuss (a) how the work and careers of individuals in flexible employment relationships might get affected by the COVID-19 pandemic; (b) outline ideas how to examine period effects of the COVID-19 pandemic on the work and careers of those individuals, and (c) outline how the pandemic can contribute to the ramification of flexible employment relationships.

Recently, an alarmingly high number of burnout cases in the work world has been reported. Burnout is an indicator of unsustainable careers because it evokes undesirable aspects in various career-related variables. Based on the conservation of resources theory and rationales from the sustainable career framework, the aim of this study is to explore the mechanisms that explain the relationship between burnout and career turnover intentions, which presents a major indicator of career unsustainability. We assume that this relationship is mediated by the reduced personal resources of perceived internal marketability and career satisfaction. We also assume that the contextual resource of perceived departmental support moderates the mediated paths, and therefore plays a buffering role within unsustainable career development. We verified our assumptions by means of a moderated mediation analysis with Haye's PROCESS Macro. The sample consisted of 385 academic scientists from diverse research fields who participated in an online survey across three points of time (each one year apart, totaling two years). Our results suggest that burnout is positively related to career turnover intentions, and that perceived internal marketability, as well as career satisfaction, mediate the relationship between burnout and career turnover intentions. We found no moderation of perceived departmental support for the direct relationship between burnout and career turnover intentions. However, we found support for the notion that perceived departmental support moderates the relationship between burnout and perceived internal marketability and career satisfaction. Our findings help to further our understanding of how burnout is a risk to sustainable careers, and how perceived departmental support is a promising resource toward sustainable careers.

This study investigates the joint impact of trait competitiveness (i.e., the enjoyment of interpersonal competition and the desire to win and be better than others) and competitive psychological climate (i.e., the degree to which employees perceive organizational rewards as contingent upon comparisons of their performance against that of their peers) on objective and subjective career success. Based on tournament and person–environment fit theory, we assumed that the positive effects of trait competitiveness on different indicators of objective (i.e., salary, promotions) and subjective (i.e., career satisfaction, internal marketability, and meaningful work) career success are stronger under conditions of a highly competitive psychological climate. Moderated regression analyses using data from a 6-month time-lagged study of 340 employees working in diverse occupational fields in their early careers revealed joint effects of the two competition variables. For both objective and subjective career success, the effect of trait competitiveness was strengthened under conditions of a highly competitive psychological climate. We discuss the results by integrating theoretical reasoning from a tournament and person–environment fit perspective on the attainment of career success.

Recent research on calling has pointed to the important distinction between having and living a calling in order to explain the positive effects of callings on well-being. However, how the link between having a calling and living a calling might be explained has only been partially addressed. In the present study, we focused on the neglected role of workplace characteristics as key factors in this regard. In a sample of 232 working adults in Germany, we established that presence of calling and living a calling were significantly related to job resources in terms of decision-making autonomy, task significance, and social support at work. Moreover, presence of calling and living a calling positively related to level of education, leadership position, and salary. Testing indirect effects with bootstrapping analyses, we found that job resources, specifically decision-making autonomy and task significance, partially mediated the relation of presence of calling with living a calling, while controlling for educational level and leadership position. The results support the idea that living a calling is not just about finding work that fits one's calling. People who have a calling are also more likely to live their calling by working in jobs with more job resources.

This symposium consists of four presentations. Presentation 1-3 provide insights into recent research findings on the topic of gig work relevant in the context of careers, organizational behavior, ...

This study integrated research on competitive psychological climate (CPC) and successful career development within transactional stress theory and the job-demands resources model. The theoretical model assumed two different processes from CPC at work that might either foster or hamper career success. Specifically, CPC might be positively related to work engagement (motivation-enhancing path, CPC appraised as challenge) or burnout (energy-decreasing path, CPC appraised as hindrance), which then should be positively or negatively related to objective and subjective career success, respectively. High versus low leader-member exchange relationships are assumed to moderate the relationships between CPC and work engagement and burnout. In Study 1, we tested the theoretical model within a sample of 808 academic scientists from different research fields in Germany. By doing so, we applied conditional indirect effects analyses within a path-modeling framework. The results largely supported the theoretical model, and showed that CPC is positively related to the number of publications and career satisfaction via work engagement under the condition of a high LMX quality. By contrast, CPC was negatively related to career satisfaction via burnout under the condition of a low LMX quality. Within Study 2 and an additional independent sample, results showed that these pathways are explained via hindrance and challenge appraisals of CPC. We discuss these results against the background of competition-based HR systems, as well as the integration of challenge–hindrance frameworks in career developmental research.

The present workforce is characterised by commitments to various life domains, which continue to change our understanding about careers and career wellbeing. Thus, the objective of the chapter is to focus on career wellbeing from a whole-life perspective, that is wellbeing encompassing various life domains, including wellbeing related to one’s career (e.g., career satisfaction) but also wellbeing in nonwork domains (e.g., family satisfaction; leisure satisfaction), or the intersection between work and nonwork (e.g., work-nonwork positive spillover). Therefore, we combine relevant research from work-nonwork literature to explain career wellbeing from a whole-life perspective. Specifically, we rely on current research on work-nonwork positive spillover (i.e., intraindividual transmission of resources and positive experiences across work and family domains) and research on crossover at the work-nonwork interface (i.e., dyadic transmission of work-family experiences between key others). Based on the theoretical models and empirical evidence discussed in this chapter, we develop avenues for future research and suggestions and guidelines for practitioners on how career wellbeing from a whole-life perspective can be fostered among employees.

Die existierende Literatur schlägt eine Vielzahl von potentiellen Prädiktoren für Karriereerfolg vor, welche in ihrer Menge kaum auf eine ökonomische Art erhoben werden können. Um diesen Umstand anzugehen, haben Hirschi, Nagy, Baumeler, Johnston und Spurk (2018) den Karriere-Ressourcen Fragebogen (CRQ; Career Resources Questionnaire) entwickelt und in einer englischsprachigen Version validiert. Basierend auf einer Integration von theoretischer und metaanalytischer Forschung misst der Fragebogen 13 distinkte Faktoren, welche 4 übergeordnete Dimensionen repräsentieren: Wissen und Kompetenzen, Motivation, Umfeld und Aktivitäten bezüglich Karriere. In der vorliegenden Studie wird eine Validierung der deutschsprachigen Version mittels N = 1 666 Personen (Studierende und Berufstätige) vorgenommen. Die Ergebnisse bestätigen die Reliabilität sowie die Faktorstruktur des Fragebogens. Mittels Relative-Weight-Analysen konnte zudem die Wichtigkeit von verschiedenen Faktoren für unterschiedliche Arten von Karriereerfolg gezeigt werden. Das Messinstrument bietet Forschenden und Praktizierenden eine ökonomische, reliable und valide Möglichkeit, um Schlüsselfaktoren für Karriereerfolg zu erfassen., The existing literature proposes a large number of potential predictors of career success, which makes it difficult to measure such facilitative factors in an economic way. To address this challenge, Hirschi, Nagy, Baumeler, Johnston, and Spurk (2018) developed and evaluated the Career Resources Questionnaire (CRQ). The CRQ measures 13 factors, represented in four higher-level dimensions: Knowledge and Skills, Motivation, Environment, and Activities. In this study, we aimed to validate the German version of the CRQ among 1,666 employees and students. The results support the reliability and factor structure and support concurrent and criterion validity regarding similar measures and different indicators of objective and subjective career success. Moreover, relative-weight analyses show that the relationships between various factors and various types of career success differ. We conclude that the German-language CRQ provides an economic, reliable, and efficient tool for assessing key predictors of career success.

This review examines competing perspectives relating to (a) the range and prevalence of different theoretical approaches to the study of career success and (b) the need for a theoretically differentiated understanding of the antecedents of objective (OCS) versus subjective (SCS) career success. Furthermore, the review problematizes the assumption that OCS and SCS are the ultimate outcomes of careers, proposing instead that career success, in turn, acts as an antecedent to other career and life outcomes. Against the backdrop of an organizing resource management framework, we present and critically evaluate the results of a systematic analysis of the theoretical approaches used to empirically study the antecedents of OCS and SCS. Furthermore, we develop a taxonomy of outcomes of career success. Our review findings show a theoretical heterogeneity with some dominant theoretical approaches within research of antecedents of career success. Moreover, past research started to adopt different theoretical approaches when predicting OCS (e.g., approaches focusing on personal resources, such as human capital or [competitive] performance) versus SCS (e.g., approaches focusing on personal key resources, such as stable traits). Several types of career success outcomes were identified: withdrawal, career attitudes, health and well-being, reactions from the (work) environment, and self-concept. Based on these findings, we provide recommendations for how future research can make sense of the theoretical heterogeneity in career success research, how research on antecedents and outcomes can better account for the OCS/SCS distinction, and how future research can more rigorously integrate research on antecedents and outcomes of career success. ispartof: Journal Of Management vol:45 issue:1 pages:35-69 status: published

Purpose Building upon a competence-based employability model and a social exchange and proactive perspective, the purpose of this paper is to investigate the relationship between learning value of the job and employability among academic staff employees. Moreover, this study also examined whether this relationship was moderated by leader–member exchange (LMX) and a proactive coping style. Design/methodology/approach An online self-report questionnaire with thoroughly validated measures was distributed among academic staff employees (n=139). Findings The results partially supported the specific study assumptions. Concrete, learning value of the job was positively related to anticipation and optimization, corporate sense and balance. LMX moderated the relationship between learning value of the job, on the one hand, and all employability dimensions, on the other hand. However, proactive coping only moderated the relationship with anticipation and optimization, flexibility and balance. In all cases, under the condition of high moderator variable levels, the relationship became stronger. Originality/value This study extends past employability research by applying an interactionist perspective (person: proactive coping style, context: LMX and learning value of the job) approach for explaining employability enhancement. The results of this scholarly work provide useful insights for stimulating future career development and growth, which is of upmost importance in nowadays’ labor markets.

As part of the 50th anniversary special issue, this article aims to give an overview of the topics of past vocational behavior research and to reflect upon important future topics and challenges. Vocational behavior research as a discipline diversified to a substantial degree over the past 50 years. Starting with career choice and a matching approach as main topics of the field, recent review work showed that several topic areas (e.g., career success and well-being, employability, proactivity and career self-management, and socio-occupational context) emerged and dominate the field in recent years. The present article provides a short summary of recent review work. Additionally, the article identifies and suggests some future trends and challenges of vocational behavior research (e.g., life span approaches, historical and time-specific context, and interdisciplinarity). By doing so, this article provides a summary of the past and looks into the future, hoping that the next 50 years of JVB research will be as fruitful and promising as the past 50 years have already been.

Career development increasingly demands a successful integration of work and nonwork domains. Based on work-nonwork conflict and enrichment theories, this study explored the relationship between nonwork orientations (i.e., family, personal life, and community) and both objective (i.e., salary) and subjective (i.e., career satisfaction) career success and life satisfaction over a period of six months among a sample of 548 employees from Germany. The results generally support the enrichment perspective. Family orientation showed a positive relationship with career satisfaction. All three nonwork orientations, especially family orientation, were positively related to life satisfaction. We also explored gender and age effects but found no differences in nonwork orientations between young employees aged 25–34 years and older workers aged 50–59 years. Men showed lower levels of personal life orientation than women, but no differences in family or community orientation based on gender were found. We also did not observe gender x age interaction effects. We discuss the study's implications for a whole-life perspective on career development, career success, and well-being.

The aim of the present study was to present and test a model assuming that career-related variables might function as antecedents of workaholism—the tendency to work compulsively and excessively. More specifically, based on conservation of resource theory and social identity theory, the study tested whether personal (i.e., career insecurity, extrinsic career goals, and career commitment) and contextual variables (i.e., career barriers and perceived organizational support) are related to workaholism. We tested our assumptions by means of stepwise hierarchical regression analyses within a large sample of N = 685 scientists working in different occupational fields (e.g., social science, arts and humanities, economics, and science, technology, engineering, mathematics) in German research institutes and universities. The results showed that career insecurity, career barriers, career commitment, and extrinsic career goals were positively associated, and perceived organizational support was negatively associated, with workaholism. Furthermore, the set of analyzed career variables showed incremental validity and explained a significant portion of variance in workaholism beyond control variables (i.e., gender, age, work hours, and occupational field) and personality (i.e., extroversion, conscientiousness, and neuroticism).

The perception of a competitive climate at work creates stress, uncertainty, and a desire to outperform colleagues. In this study, we investigated whether a competitive climate is associated with increased workaholism. Furthermore, we assumed that especially employees with a future orientation and a presence of a calling will show more workaholic behavior when a competitive climate is present. Hierarchical regression analyses among 812 employees in Germany confirmed our hypotheses: Competitive climate was positively related with workaholism and was stronger related to workaholism under conditions of high future orientation and high calling. These findings suggest that contextual factors at work and individual factors interact to form workaholism. Our results may be explained by the experience of more uncertainty in competitive work climates for individuals with high future orientation and the presence of a calling. Consequently, these employees may invest more physical and cognitive efforts into their work to cope with the competition.

The recent decade has seen a growing interest in the concept of career calling that can be broadly understood as purposeful, meaningful, and passion-driven engagement in a career that one feels dra...

Obwohl akademische Karrieren in den letzten Jahren vermehrt Aufmerksamkeit erlangt haben, sind sie wenig beforscht. Dieses Kapitel gibt einen Uberblick zu aktuellen, relevanten Kennzahlen und geht auf die unterschiedlichen Karrierewege und beforschten Erfolgsmase in der Wissenschaft ein. Es werden ausschlaggebende Faktoren fur eine akademische Karriere diskutiert. Abschliesend wird die Bedeutung der Karriereanpassungsfahigkeit herausgestellt und aufgezeigt, dass Universitaten mehr konnen als fur eine wissenschaftliche Karriere vorzubereiten.

The Career Decision-Making Profile (CDMP) was developed by Gati and colleagues in 2010 as an attempt to reliably measure which strategies individuals apply when making career decisions. In order to provide counseling and coaching professionals with a German version of the scale, we translated and validated the German version (G-CDMP) in two studies (total N = 622). Results of Study 1 verified the proposed 12-factor structure by means of confirmatory factor analyses, confirming that the G-CDMP assesses 12 distinct career decision-making strategies. Results of Study 2 demonstrated the G-CDMP’s construct validity on subscale level by relating it to self-evaluations (e.g., occupational self-efficacy) and personality (i.e., the Big Five) as well as to career-related constructs, such as career adaptability and cognitive reactions toward career-life decisions (e.g., life satisfaction). As the studies provide support for the G-CDMP’s factor structure and its construct validity, implications for its use during career counseling are discussed.

Für erwerbstätige Personen und Unternehmen gewinnt das Laufbahncommitment zunehmend an Bedeutung, da es sich über organisationale Grenzen hinweg erstreckt und beispielsweise im Zusammenhang mit dem Laufbahnerfolg steht. Im Rahmen des Kapitels werden die wichtigsten Merkmale des Laufbahncom- mitments vorgestellt. Im Anschluss werden verschiedene Prädiktoren des Lauf- bahncommitments diskutiert. Dazu zählen beispielsweise die Persönlichkeit, Arbeitserfahrung oder der berufsbezogene Kontext wie Merkmale des Arbeits- vertrags oder die organisationale Unterstützung. Daran anschließend werden mögliche Konsequenzen des Laufbahncommitments erläutert. Mögliche Konse- quenzen des Laufbahncommitment sind beispielsweise die Kündigungsabsicht und Kündigung, die Arbeitszufriedenheit sowie der Laufbahnerfolg. Auf Basis der diskutierten Forschungsergebnisse bezüglich Prädiktoren und Konsequenzen des Laufbahncommitments werden Ansatzpunkte zur Erhaltung sowie Erhöhung des Laufbahncommitments diskutiert sowie ein Ausblick für weitere Forschung gegeben.

Integrating an interactionist model of personality development, the cumulative continuity model of personality development, and selection–evocation–manipulation theory, the present study analysed reciprocal relations of the Dark Triad common core and its sub-traits of narcissism, psychopathy, and Machiavellianism with competitive psychological climate. Moreover, within a large (N = 1,185) and longitudinal sample of employees from Germany, latent cross-lagged panel analyses were applied to analyse the moderating roles of age and organization change (i.e., organizational turnover). Overall, results revealed positive reciprocal relations between the Dark Triad common core, its sub-traits, and competitive psychological climate. The Dark Triad common core and Machiavellianism were more stable within the older (50–59 years) compared to the younger (25–34 years) age group. However, we found no age differences for the relation between competitive psychological climate and change in the Dark Triad common core or its sub-traits. Among employees who changed organizations, the Dark Triad common core, narcissism, and psychopathy were more strongly positively related to the change in competitive psychological climate than in the non-change group. This suggests stronger selection compared to evocation–manipulation effects for individuals with high values in the Dark Triad common core, narcissism, and psychopathy, but not for Machiavellianism.

Dieses Kapitel liefert einen umfassenden Uberblick uber verschiedene Forschungsansatze zur Konzeptualisierung und Messung von beruflichem Laufbahnerfolg. Der top-down Ansatz (d. h. Bedeutung von Erfolg wird von der Forschung vorgegeben) wird dem bottom-up Ansatz (d. h. Bedeutung von Erfolg wird bei Individuen exploriert) detailliert gegenubergestellt. Dabei wird beschrieben wie diese beiden Ansatze zielfuhrend integriert werden konnen. Abschliesend werden kritisch Vor- und Nachteile beim Einsatz verschiedener Operationalisierungen von Laufbahnerfolg diskutiert.

This study analyzed incremental effects of single Dark Triad traits (i.e., narcissism, psychopathy, and Machiavellianism) on objective (i.e., salary and leadership position) and subjective (i.e., career satisfaction) career success. We analyzed 793 early career employees representative of age and education from the private industry sector in Germany. Results from multiple and logistic regressions revealed bright and dark sides of the Dark Triad, depending on the specific Dark Triad trait analyzed. After controlling for other relevant variables (i.e., gender, age, job tenure, organization size, education, and work hours), narcissism was positively related to salary, Machiavellianism was positively related to leadership position and career satisfaction, and psychopathy was negatively related to all analyzed outcomes. These results provide evidence that the Dark Triad plays a role in explaining important career outcomes. Implications for personality and career research are derived.

We integrated research on the dimensionality of career success into social-cognitive career theory and explored the positive feedback loop between occupational self-efficacy and objective and subjective career success over time (self-efficacy → objective success → subjective success → self-efficacy). Furthermore, we theoretically accounted for synchronous and time-lagged effects, as well as indirect reciprocity between the variables. We tested the proposed model by means of longitudinal structural equation modeling in a 9-year four-wave panel design, by applying a model comparison approach and indirect effect analyses (N = 608 professionals). The findings supported the proposed positive feedback loop between occupational self-efficacy and career success. Supporting our time-based reasoning, the findings showed that unfolding effects between occupational self-efficacy and objective career success take more time (i.e., time-lagged or over time) than unfolding effects between objective and subjective career success, as well as between subjective career success and occupational self-efficacy (i.e., synchronous or concurrently). Indirect effects of past on future occupational self-efficacy via objective and subjective career success were significant, providing support for an indirect reciprocity model. Results are discussed with respect to extensions of social-cognitive career theory and occupational self-efficacy development over time.

Positive relationships at work became a dominant research topic in the last decade, perhaps as a reaction to the boundaryless, technologically connected world of the new millennium. Work has become...

Das Career Futures Inventory (CFI; Rottingaus, Day & Borgen, 2005 ) erfasst die drei laufbahnbezogenen Zukunftsfaktoren career adaptability (Berufliche Anpassungsfähigkeit), career optimism (Beruflicher Optimismus) und knowledge of job market (Arbeitsmarktwissen). Die Ziele dieser Studie waren (a) eine deutschsprachige Version des CFIs zu konstruieren und (b) an zwei Stichproben mit Erwerbstätigen mittels (c) unterschiedlicher Indikatoren des Berufserfolgs und anhand von Persönlichkeitseigenschaften zu validieren. Es konnte in beiden Stichproben (N1 = 153; N2 = 110) die 3-faktorielle Struktur des CFIs nachgewiesen werden. Zudem konnten Annahmen zur konvergenten und diskriminanten Validität in beiden Stichproben bestätigt werden, da die CFI-Faktoren in erwarteter Richtung mit Berufserfolg (z. B. Beförderungen, Karrierezufriedenheit) bzw. Persönlichkeitseigenschaften (d. h. Big Five) korrelierten bzw. nicht korrelierten. Eine Analyse der inkrementellen Validität zeigte, dass Arbeitsmarktwissen zusätzliche Varianz beim Gehalt über Kontrollvariablen und Persönlichkeit hinaus erklärte. Hinsichtlich Karrierezufriedenheit war dies für beruflichen Optimismus der Fall. Diese Validierungsstudie ermöglicht den Einsatz des CFIs im deutschsprachigen Raum.

Abstract. Vocational interest characteristics – interest congruence, interest differentiation, and general interest level (elevation) – are useful indicators for career development. However, research on these issues has primarily focused on adolescents in the transition from school to work and analyzed a limited set of career-related correlates. This study extends this line of research by exploring the relationships of interest congruence, interest differentiation, and interest elevation with several indicators of career preparedness (i. e., career planning, occupational self-efficacy beliefs, career decidedness, and career engagement) among a sample of emerging adults during their university studies in Germany. Data from 239 students representing a wide range of majors were collected via an online questionnaire. Controlling for sociodemographic variables, multiple regression analyses revealed that differentiation was positively associated with career decidedness and career engagement and elevation was positively related to occupational self-efficacy beliefs and career engagement. We discuss the findings regarding the importance of differences in vocational interest characteristics for the career preparedness of university students.

We hypothesize that career success assessed as objective career achievements (income and responsibility status) has an indirect positive association with life satisfaction that is channeled through multiple subjective success evaluations. These are based on (a) social comparisons (comparison with others, other-referent success evaluation) and (b) individual standards (satisfaction with career achievements, self-referent success evaluations). We tested our reasoning in a 2-year prospective study with N = 990 pro- fessionals. Controlling for gender, family status, and workload, the results of two medi- ation models that draw on all information from two measurement points supported our reasoning. We found indirect positive associations between career success and life satis- faction (H1) channeled through both other-referent (H2) and self-referent (H3) subjective success evaluation. In both mediation models, we found partial mediation, and the remaining direct path from career success to life satisfaction was negative. We conclude that career success has mixed effects on a person’s life satisfaction: The net effect of positive indirect and negative direct effects is positive, but not large. We discuss the significance of these findings for theorizing about the influence of the work domain on life satisfaction as well as for conceptual issues in the analysis of mediators and moderators of the career success life satisfaction association.

Developmental networks are ego-centered networks, and were found to be beneficial for career success and advancement. Especially in academia, the benefits of developmental networks are critical due to limitations in career stability, and its up-or-out character. Overall, they facilitate career success and advancement by providing access to social capital, which is more or less attainable depending on certain structural network characteristics. Diverging access to social capital for women and men is well known, however, little is known about developmental networks of female and male academic staff. Therefore, this study investigated cohesion and brokerage as indicators for access to social capital to explore gender differences. The sample consisted of n = 594 ego-networks of PhDs and postdocs, working at German universities and research institutes. Cohesion was measured by density and degree; brokerage by effectiveness and constraint. Results revealed that based on Coleman’s cohesion theory (1988, 1990), female researchers showed less access to social capital through less dense networks, but bigger ones implying more social capital. Moreover, based on Burt’s brokerage theory (1992, 2005), female researchers showed, against our assumptions, more brokerage social capital by showing greater effectiveness, and less constraint. Results provide insight into men’s and women’s access to social capital.