This study explored employee psychological resources as explanatory mechanisms of their adaptive career concerns. Participants were 315 predominantly black (39%) and female (70%) working adults (mean age = 37 years; SD = 9.77 years) employed in the South African services industry. Participants completed the Psychological Career Resources Inventory and the Psychosocial Career Preoccupations Scale. Multiple regression analysis showed the psychological career resources of career preferences and career values to significantly explain higher levels of preoccupations with person-environment fit and adaptation. Career values also seemed to explain higher levels of career establishment and work/life adjustment concerns. The career drivers and career harmonisers represented career self-management capacities that seemed to significantly explain lower levels of career adaptation and work/life adjustment concerns because of the intrinsic motivation to self-renew. The findings suggest the need for workplace career development practices to help employees capitalise on their psychological career resources when engaging in career adaptive behaviours across the career-life period.

这项研究探索了员工的心理资源，作为他们适应性职业关注的解释机制。参加调查的是南非服务业中315名黑人（39％）和女性（70％）在职成年人（平均年龄= 37岁； SD = 9.77岁）。参与者完成了“心理职业资源清单”和“心理社会职业偏爱量表”。多元回归分析显示了职业偏好和职业价值观的心理职业资源，可以显着解释人与环境的适应和适应的更高层次的关注。职业价值观似乎也解释了更高水平的职业发展和工作/生活调整问题。职业动力和职业调和人代表着职业自我管理能力，由于自我更新的内在动机，职业自我管理能力似乎在很大程度上解释了较低水平的职业适应和对工作/生活调整的关注。研究结果表明，需要进行工作场所职业发展实践，以帮助员工在整个职业生涯期间从事职业适应行为时，利用其心理职业资源。