Date post: | 11-Feb-2017 |
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DEVELOPMENT AND VALIDATION OF THE CAREER CRAFTING SURVEY
JOS AKKERMANS & MARIA TIMS ACADEMY OF MANAGEMENT MEETING 2016, ANAHEIM
KEY TAKEAWAYS FROM THIS PRESENTATION
DEVELOPMENT AND VALIDATION OF CCS Using 3 studies for (1) EFA, (2) CFA, and (3) relations to meaningful outcomes
TWO DIMENSIONS, NINE ITEMS Proactive career reflection (4 items) Proactive career construction (5 items)
RELATED TO MEANINGFUL WORK OUTCOMES Positively related to internal + external employability Positively related to turnover intentions
INTRODUCTION: SUSTAINABLE CAREERS – AGENCY DIMENSION
Individuals need to take ownership of and build their
own careers
How can we assess their proactive behaviors aimed at
crafting their careers?
INDIVIDUAL AGENCY IS KEY IN TODAY’S CAREER Individuals need to be proactive in shaping their own career in
order to become employable and successful Career crafting may be a valuable addition to the existing
literature as it represents individual proactive behavior aimed at achieving optimal career-related outcomes
BUT…… DON’T WE ALREADY KNOW THIS BY NOW? Career self-management (e.g., De Vos et al., King)
Career competencies (e.g., Akkermans et al., Eby et al.)
Job crafting (e.g., Tims et al., Wrzesniewski & Dutton, 2001)
INTRODUCTION: SUSTAINABLE CAREERS – AGENCY DIMENSION
WHY CAREER CRAFTING IS STILL A VALUABLE ADDITION Addition meaning it does not replace existing concepts but rather
complement them
INTRODUCTION: SUSTAINABLE CAREERS – AGENCY DIMENSION
Construct Focus of construct What Career Crafting adds to this
Career self-management
Highly specific behaviors (e.g., asking manager for feedback) aimed at advancing career
CSM specific; focus on “doing” Career crafting general and broadly applicable; reflection element
Career competencies
Knowledge, skills, and abilities that help individuals to become successful in their career
CC competencies Career crafting proactive behavior
Job crafting Specific proactive behaviors aimed at enhancing person-job fit
JC job-level Career Crafting career-level
A PRELIMINARY MODEL OF CAREER CRAFTING
CAREER CRAFTING
Proactive Career Planning
Proactive Career Communication
Proactive Career Reflection
STUDY 1 – METHOD & RESULTS
SAMPLE, ITEMS, AND EFA N = 361, 50.1% female, Mage = 38.7 years Original over inclusive set of 24 items EFA criteria: ≥ .60 on own factor, ≤ .30 on other factors
RESULTS AND CONSEQUENCES FOR CCS Retained 10 items Results indicate not 3 but 2 factors Conclusion: 10-item CCS based on 2 factors used for Study 2 and 3
FINAL MODEL OF CAREER CRAFTING
CAREER CRAFTING
Proactive Career Construction
(α = .85)
Proactive Career Reflection
(α = .86)
“I actively think about what I really like in my job” “I take the time to reflect on what I am passionate about in my work and career”
“I purposefully show others what I am good at” “I improve my career goals and make sure they are up-to-date”
STUDY 2 – METHOD & RESULTS
SAMPLE N = 491, 52.5% male, Mage = 35.3 years
CONFIRMATORY FACTOR ANALYSES Replication of 2-factor structure 1 item was dropped (“I set goals for where I want to be in 1 year from now”)
χ²= 139.11, DF = 26, CFI = .94, IFI = .94, RMSEA = .094
Competing 1-factor model
CORRELATIONS WITH RELATED CONSTRUCTS Career competencies: between .26 and .54 Job crafting: between .12 and .59 Career self-management: .57 (R) and .62 (C)
STUDY 3 – METHOD & RESULTS
SAMPLE N = 399, 58.4% female, Mage = 36.1 years
REGRESSION ANALYSES – SUMMARY OF FIRST RESULTS Career crafting is related to employability and turnover intentions
over and above organizational career management
Proactive Career
Reflection (α = .82)
Internal employability
Proactive Career
Construction (α = .84)
External employability
.14*
.26**
.13* .10
R² = .25 Δ² = .05**
R² = .12 Δ² = .10**
Turnover intentions
.14*
.17* R² = .20 Δ² = .07**
CONCLUSION: WHAT DOES THIS ALL MEAN?
CAREER CRAFTING IS DIFFERENT FROM RELATED CONSTRUCTS Characterized by 2 related dimensions: proactive career reflection
and proactive career construction Could be measured reliably with 9 items in three different
samples
CAREER CRAFTING RELATES TO MEANINGFUL WORK OUTCOMES Proactive career reflection is positively related to external and
internal employability and to turnover intentions Proactive career construction is positively related to internal
employability and turnover intentions Management paradox of career crafting…?