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The objective of this study is to explore the influence of self-commitment on career crafting, examining the mediating role of career adaptability and the moderating effect of job autonomy within the context of career construction theory. This research aims to deepens our understanding of the key mechanisms that underpin successful career development, providing valuable insights for both individuals and organizations to enhance career success and adaptability. Utilizing a two-wave survey methodology, we collected data from 363 full-time employees across various industries in the United States. Hierarchical regression analysis and the PROCESS Macro were employed to test the proposed hypotheses. Our findings reveal that self-commitment significantly enhances career crafting through career adaptability. Additionally, job autonomy was found to influence both the direct relationship between self-commitment and career adaptability, and the indirect relationship between self-commitment and career crafting. This study highlights the pathways linking self-commitment to career crafting, underscoring the importance of career adaptability as a developmental tool facilitated by job autonomy. We recommend that individuals commit to their personal growth to enhance their career adaptability and actively shape their careers. Meanwhile, organizations should focus on promoting job autonomy to foster career development, benefiting both employees and the broader organizational ecosystem.

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AIM: To determine (i) the relationship between basic psychological needs satisfaction (competence, relatedness and autonomy), career adaptability and career construction, (ii) the role of career adaptability in this relationship and (iii) the variables that predict career construction in nursing students. BACKGROUND: Career Construction Theory, which predicts that appropriate career behaviour, facilitated by individual characteristics, promotes a person's career outcomes, has not yet been tested in nursing students. DESIGN: Cross-sectional and correlational design. METHODS: A total of 536 students who were reached through a snowball sampling method among nursing students in the 2022-2023 academic year in Türkiye constituted the sample of the study. Data were collected online using the Student Information Form, the Basic Psychological Needs Satisfaction Scale, Career Adapt-Abilities Scale-Short Form and the Student Career Construction Inventory. Data analysis was performed using Model 4 in Hayes' PROCESS Macro and hierarchical linear regression. RESULTS: Autonomy, competence and relatedness were found to have a direct significant effect on career adaptability and overall career construction score (p<.001). Career adaptability was found to have a partial mediating role in the effect of autonomy, competence and relatedness on overall career construction score (p<.001). When examining the predictor variables for the career construction score, it was found that some variables, such as not having willingly chosen the nursing profession, had a negative effect, while a positive effect was found in the need for competence from the basic psychological needs satisfaction subscales and concern and confidence from the career adaptability subscales (p<.05). CONCLUSIONS: Nursing educators should ensure that nursing students receive career counseling during their education according to Career Construction Theory to make effective career decisions by allowing them to self-identify and self-discover. Accordingly, career guidance, career education and career counseling initiatives can be implemented in accordance with students' needs.

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Introduction: Career construction theory proposes that adaptivity affects career adapting through career adaptability. However, research on the mechanism of this pathway remains scarce. By applying career construction theory and conservation of resources theory, we hypothesize that career adaptability (concern, control, curiosity, and confidence) mediates the relationship between empathetic leadership (adaptivity) and innovative behavior (career adapting). Moreover, we posit that uncertain avoidance moderates the mediating mechanism. Methods: Our study used SPSS23 and bootstrap methods (PROCESS) to test the proposed model. The sample comprised 301 employees from different firms in various industries. In this study, empathetic leadership-5, career adaptability-24, uncertainty avoidance-5, and innovative behavior-6 scales were used to measure empathetic leadership, career adaptability, and uncertainty avoidance. Results: The results revealed that (1) empathetic leadership is positively related to employees' innovative behavior (2) Concern (H2a), control (H2b), curiosity (H2c), and confidence (H2d) mediate the relations between empathetic leadership and employee's innovative behavior (3) Uncertainty avoidance moderates the relationship between empathetic leadership and concern (H3a), control (H3b), curiosity (H3c), and confidence (H3d), such that this relationship is stronger when uncertainty avoidance is higher (4) Uncertainty avoidance moderates the indirect relationship between empathetic leadership and employee innovative behavior through concern (H4a), control (H4b), curiosity (H4c), and confidence (H4d), such that this indirect relationship will be stronger when uncertainty avoidance is high than when it is low. Conclusion: We investigated how empathetic leadership affects innovative behavior. Based on career construction theory and conservation of resources theory, we also tested the hypothesis that concern, control, curiosity, and confidence play mediating roles in linking empathetic leadership (career adaptivity) to innovative behavior (career adapting). In addition, this study found that uncertainty avoidance does not always have negative effects. People with a high uncertainty avoidance tendency may be dependent more on empathetic leadership to improve their career adaptability, which promotes their innovative behavior.

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With the emergence of the borderless career era in the 21st century, career coaching has experienced a change from career guidance and career education to career counseling. Career construction theory has been widely used in career counseling and has substantial application value. Introducing career construct theory's assessment tools and intervention strategies is necessary and meaningful. In this mini-review, the qualitative assessment tools and intervention approaches of career construct theory are introduced and analyzed; the qualitative assessment tools include the Career Construction Interview and "My Career Story" workbook, and the intervention approaches include the Computer-Assisted Career Counseling System, workshops, group counseling, and individual counseling. Finally, future research directions are proposed, including an analysis of what kinds of career construction interventions are most effective for which groups and under what conditions, career intervention in the digital age, and the standardization of assessment tools. The novelty of this paper lies in the fact that it purposefully proposes future directions for career construction theory from the perspectives of assessment tools and intervention approaches and that research on the assessment tools and intervention approaches of career construction theory still needs further attention.

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In the current dynamic and flexible work environment, traditional career models are constantly challenged by individuals' self-concepts of career development. Previous studies have investigated the predictors of subjective career success, yet little is known about the impact of proactive career orientation on subjective career success. This study, grounded in the career construction theory, aims to examine the influence mechanism of proactive career orientation on subjective career success by analyzing questionnaire data from 296 employees. Empirical results indicate that proactive career orientation has a positive impact on subjective career success. Second, career adaptability partially mediates the relationship between proactive career orientation and subjective career success. Third, mentoring moderates the relationship between proactive career orientation and career adaptability, as well as the relationship between career adaptability and subjective career success. Specifically, both the positive impact of proactive career orientation on career adaptability and the positive impact of career adaptability on subjective career success are stronger when the level of mentoring is higher. Fourth, the indirect relationship between proactive career orientation and subjective career success through career adaptability is stronger when mentoring is high compared to when mentoring is low. This study contributes to the career construction theory by identifying the influence mechanism of proactive career orientation on subjective career success through career adaptability, with mentoring moderating the process. As for practical implications, research findings remind managers of the importance of career planning and mentorship in enhancing employees' subjective career successes.

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The COVID-19 pandemic severely hit the hospitality industry and caused employees concerns over health, finance, and well-being. These challenges may trigger their decisions to leave the profession, leading to major talent crises in the industry. Guided by the transactional model of stress and coping and the career construction theory, this study explored how their experiences with the pandemic affected their career choices moving on. A phenomenological approach was adopted, and 31 current and past hospitality employees were interviewed. The findings supported the conceptual model and addressed the connection between stress management and career decisions among the participants. It is also noted that, besides generational differences, most participants' career decisions at this critical moment were influenced by their personality traits, industry involvement, and employer-employee relationships. Thus, to create a sustainable, resilient, and engaged workforce, hospitality practitioners must commit to crafting positive relationships with their employees both in regular and crisis times.

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Older job seekers dropping out of the active workforce is a major challenge for individuals, organizations, and society, resulting in the need to protect and extend their working lives. Based on the discouraged workers approach, this study used career construction theory to study how past experiences can discourage older job seekers and make them withdraw from the job search. Specifically, we explored how age discrimination is connected to lower levels of older job seekers' occupational future time perspective (i.e., remaining time and future opportunities) and how it results in less career exploration and higher retirement intentions. Using a three-wave design, we followed 483 older job seekers in two countries (the United Kingdom and the United States) over a total period of two months. Results of structural equation modeling showed that perceived age discrimination decreased older job seekers' remaining time and future opportunities. Further, remaining time was negatively linked to retirement intentions, whereas future opportunities were positively linked to career exploration. Furthermore, results revealed two indirect effects of age discrimination on (1) retirement intentions via remaining time and (2) career exploration via future opportunities. These results show how damaging age discrimination can be in the job search context and we call for the search of potential moderators that can buffer the negative impact of age discrimination. Practitioners should work on protecting older job seekers' occupational future time perspective to keep them active instead of losing them to early retirement.

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The pervasive effects of cumulative harm resulting from adverse childhood experiences influence all aspects of an individual's life course. Research highlights a relationship between early trauma and career choice; however, there is a dearth of research pertaining specifically to cumulative harm and the influence on career choice in the helping professions. A systematic literature review was conducted to explore the associations of cumulative harm and childhood trauma on career decision making in people in the helping professions. A search was conducted across databases between February 1990 and February 2019 relevant to searches combining three areas of interest: (a) "childhood trauma," (b) "career choice," and (c) "helping professionals." Database searches and further manual searches yielded a total of 208 articles, and 28 studies satisfied all inclusion criteria. Only studies that were peer-reviewed and published between February 1990 and February 2019 were included. The evidence from the review indicated that family of origin dysfunction, parentification, individual characteristics, and traits developed through adversity, and experiential motivations were associated with the career choice in the helping professions. Further research is required to explore different professional cohorts and the utility of life themes as both a source of data for research and reflexive practice in helping professionals.

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Recent research suggests that meritocratic beliefs impact future-oriented activities. However, relatively little attention has been given to concomitant work outcomes, such as employee creativity. This study examines how the meritocratic beliefs of newcomers relate to employee creativity. We explore a serial mediation model where the meritocratic beliefs of newcomers heighten their meaning of work and learning adaptability, which increases employee creativity. We use questionnaires to survey 212 full-time employees from 10 manufacturing enterprises in China, who had joined their companies for less than a year. The results show that positive serial indirect effects of the meritocratic beliefs of newcomers on employee creativity via increased meaning of work and learning adaptability. Overall, the results provide new insight that may advance theoretical and practical implications on the pathways in which meritocratic beliefs may enhance employee creativity.

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It is an important issue for vocational school students to have good adaptability for their future life. This study combines career construction theory and self-determination theory to construct a model to explore the relationship between the "motivation," "self-efficacy," "fear of failure," "career adaptability," and "meaning in life" of vocational school students. This study used a secondary data research method and retrieved a total of 2,377 data from vocational school students in Taiwan from the perspective of data exploration using PISA 2018 data, which was validated by the partial least squares structural equation model (PLS-SEM). The following results were obtained: (1) Vocational students were afraid that failure would have a negative impact on their career adaptability. (2) Motivation and Self-efficacy had a positive effect on career adaptability. (3) Motivation positively affected fear of failure. (4) Self-efficacy negatively affected fear of failure. (5) Meaning in life could positively moderate the effect of self-efficacy on fear of failure. (6) However, there was no statistical difference in the moderating effect of meaning in life on the relationship between motivation and fear of failure. First, fear of failure negatively affected career adaptability, while motivation and self-efficacy positively affected career adaptability; compared to the three effects, the negative effect of fear of failure may not be as great as expected. Second, motivation is like a double-edged sword as it improves adaptability, but it also comes with an increased fear of failure. On the contrary, self-efficacy can simultaneously improve the career adaptability of vocational students and reduce their fear of failure. Therefore, the development of self-efficacy should be given priority over motivation in the career adaptability enhancement strategy of vocational students. Finally, the meaning of life can positively moderate the negative influence of self-efficacy on the fear of failure. In other words, for vocational students with a low sense of self-efficacy, perhaps life education can be used instead as a strategy to reduce their fear of failure.

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The impact of racial microaggressions on career adaptability and professional leadership engagement of racial/ethnic minoritized counsellors in the United States was examined. The sample included 489 counsellors and counsellors in training. Structural equation modeling pathways indicated a positive pathway from racial microaggressions to both career adaptability and professional leadership development, and a negative pathway from career adaptability to leadership engagement. Additionally, a thematic analysis of written responses from participants who shared why they did not participate in professional organization leadership positions revealed four themes including limited time, opportunity or awareness, newness to the profession, and lack of desire or interest. Study limitations and implications for counsellors, counselor education programs, and counselling/mental health professional organizations are discussed.

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Scholars have widely acknowledged that proactive career behavior is essential for individuals to proactively build their careers, as well as facilitate positive career outcomes. However, there are still many questions about how to activate proactive career behavior. In the current study, we consider whether, how and when regulatory focus of individuals would evoke their proactive career behavior. Based on career construction theory, we utilized the career adaptability framework to develop and test the mediating effect of individual regulatory focus on proactive career behavior through career adaptability. Moreover, we further proposed that job embeddedness plays a contingency role in moderating the extent to which regulatory focus contributes to proactive career behavior with the mediation of career adaptability differently and uniquely. Using a sample of 247 participants and collecting data in three waves, we found that the promotion focus of employees positively influences their proactive career behavior through the mediation of career adaptability. Furthermore, the indirect effect of promotion focus on proactive career behavior via career adaptability was moderated by the dichotomy of job embeddedness of individuals respectively and differently. Specifically, the positive relationship between promotion focus and proactive career behavior via the mediation of career adaptability was strengthened by the on-the-job embeddedness of employees, whereas the relationship was weakened by their off-the-job embeddedness. The overall findings broaden our understanding in terms of the underlying mechanism of proactive career behavior, suggesting that the promotion focus of individuals fosters proactive career behavior via career adaptability, and on-the-job and off-the-job embeddedness as contingency factors alter the effect of career adaptability.

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This study examined the moderated mediation roles of job insecurity through career adaptability on the relation between core self-evaluation (CSE) and work engagement. A total of 335 Korean full-time employees who had been employed for <3 years responded to the questionnaire survey. Excluding missing data and outliers, data from 324 participants (men = 82, women = 242) were analyzed using SPSS 25.0 and SPSS PROCESS Macro. The results indicated that job insecurity moderated the indirect association between CSE and work engagement via career adaptability. This study further expanded the understanding of newly employed employees' adaptation. Implications and limitations of the study and suggestions for further study were discussed.

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Drawing upon career construction theory (Savickas, 2002, 2013) and the job demand-control-support model (JDCS; Johnson and Hall, 1988; Van der Doef and Maes, 1999), the present study aims to explore the adaptability resources mechanism of the relationship between work stressors and counterproductive work behavior (CWB). Two-wave data were collected from 305 employees working in the operation department of an e-commerce company. The results showed that career adaptability mediated the relationship between work stressors and CWB against both coworkers (CWB-I) and the organization (CWB-O), going above, and beyond the mediation effect of job satisfaction (i.e., an indicator of a social exchange path). Also, the association between career adaptability and CWB-O was stronger among employees who perceived a low (vs. high) level of organizational support. This study sheds light on how work stressors are related to CWBs indirectly through career adaptability. The findings also offer practical advice for organizations to prevent CWBs by developing employees' adaptability.

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Despite career construction theory attends to individual subjective career and provides a useful lens to study well-being, extant research has yielded limited insights into the mechanisms through which career construction variables influence individual well-being. To address this important gap, the present study examined a mediation model that links indicators of career adaptivity (big-five personality and approach/avoidance traits) to psychological well-being (psychological flourishing and life satisfaction) through career adaptability and in sequent meaning of life (presence of life meaning and search for life meaning) among a sample of Chinese university students (N = 165). The results of a two-wave survey study showed that career adaptability and presence of life meaning mediated the effects of openness to experience, consciousness, approach trait, and avoidance trait on individual well-being in sequence. The results also showed that approach trait's effect on presence of meaning was partially mediated by career adaptability; career adaptability's effect on psychological flourishing was partially mediated by presence of meaning. These findings advance understanding of antecedents to individual well-being from a career construction perspective, and carry implications for career education and counseling practices.

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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 (N = 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.

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Retirement can no longer be conceptualized as disengagement, as the end of a person's career, as it is in the life-span, life-space theory. Increasingly, retirees are returning to work, in paid, and unpaid positions, in a part-time or full-time capacity, as an act of re-engagement. Vocational psychology theories are yet to adequately conceptualize the phenomenon of retirees' re-engagement in work. The research reported in this paper is the first attempt to understand re-engagement through the theoretical lens of career construction theory (CCT) and its central construct, career adaptability. The study involved intensive interviews with 22 retirees between the ages of 56 and 78 years (M = 68.24), who had retired no less than 1 year prior to the study. Participants were engaged in a discussion about their reasons for returning to the world of work. Thematic analysis of interview transcripts extracted evidence of the four career adaptability resources: concern, control, curiosity, and confidence. In addition, the influence of family and making a contribution were discerned as important themes. These findings are the first evidence that the CCT and career adaptability provide a new conceptual lens to theorize and conduct research into the phenomenon of retirement.