Gao Xueyuan, Xin Xun, Zhou Wenxia, Jepsen Denise M
Faculty of Business and Economics, Macquarie University, Sydney, NSW, Australia.
School of Labor and Human Resources, Renmin University of China, Beijing, China.
Front Psychol. 2019 Jan 22;9:2695. doi: 10.3389/fpsyg.2018.02695. eCollection 2018.
Adaptivity and adaptability are two key elements representing one's "willingness" and "ability," respectively, in the career construction theory (CCT) framework. On the basis of CCT and complemented by the visual of resources in the conservation of resources theory, this study combines career issues and performance and examines the joint effect of adaptivity and adaptability on career self-management which will lead to improved performance. Using a sample of Chinese employees ( = 232), the study first examines the mediating role that career self-management plays between career adaptability and performance and then tests the moderating role of proactive personality. Results show career adaptability positively predicts performance, with this relationship partially mediated by career self-management. The positive effect of career adaptability on career self-management is stronger among those who are more proactive than less proactive. Further, the indirect effect of career adaptability on performance is stronger among proactive employees than those with lower levels of proactive personality. These findings provide implications for both theories and practices.
适应性和可适应性是职业建构理论（CCT）框架中分别代表一个人的“意愿”和“能力”的两个关键要素。本研究基于职业建构理论，并以资源保存理论中的资源视角为补充，将职业问题与绩效相结合，考察适应性和可适应性对职业自我管理的联合效应，而职业自我管理将带来绩效的提升。本研究以232名中国员工为样本，首先考察职业自我管理在职业适应性与绩效之间所起的中介作用，然后检验积极人格的调节作用。结果表明，职业适应性能正向预测绩效，且这种关系部分由职业自我管理中介。职业适应性对职业自我管理的积极影响在更积极主动的员工中比在较不积极主动的员工中更强。此外，职业适应性对绩效的间接影响在积极主动的员工中比在积极人格水平较低的员工中更强。这些研究结果为理论和实践都提供了启示。
