Career insecurity is a central topic in career research because many career paths are characterized by high levels of uncertainty. In academia, individuals face not only high levels of insecurity in the early career phase but also the responsibility of managing their careers by themselves. Building on the motivational theory of life-span development and the social cognitive theory of self-regulation, this longitudinal study investigates the relationship between perceived career insecurity, work-related self-management, and occupational self-efficacy beliefs based on a sample of 3118 PhD students and PhD holders. We employed the random intercept cross-lagged panel model (RI-CLPM) to separate between-person effects from within-person effects across eight measurement points (6-month time intervals). At the between-person level, career insecurity was negatively correlated with self-management and self-efficacy. At the within-person level, (a) increases in self-management and self-efficacy predicted decreases in subsequent career insecurity, and (b) increases in career insecurity predicted decreases in subsequent self-management and self-efficacy. Mediation analyses showed self-management to reduce career insecurity via increases in self-efficacy.

职业不安全感是职业研究中的核心话题，因为许多职业道路都具有高度不确定性。在学术界，个人不仅在职业生涯早期面临高度的不安全感，而且还肩负着自行管理职业的责任。该纵向研究以寿命发展的动机理论和自我调节的社会认知理论为基础，以3118个样本为基础，调查了感知的职业不安全感，与工作相关的自我管理和职业自我效能感信念之间的关系。博士生和博士持有者。我们采用了随机截距交叉滞后面板模型（RI-CLPM），将八个测量点（六个月的时间间隔）中的人际效应与人际效应分开。在人与人之间，职业不安全感与自我管理和自我效能感呈负相关。在人际层面上，（a）自我管理和自我效能感的提高预计其后的职业不安全感将减少，并且（b）职业不安全感的增加预计其随后的自我管理和自我效能感的降低。调解分析表明，自我管理可以通过提高自我效能来减少职业上的不安全感。